Appendix A - Anti-Discrimination and Anti-Harassment
Appendix B - A
Guide to Bias-Free Communication
Appendix C - Florida's
Statewide Course Numbering System
Appendix D - Florida
Atlantic University Interest Group
Appendix E - Florida
Atlantic University on the Internet
(a) Florida Atlantic University (“FAU” or University) shall comply with applicable federal, state and local discrimination/harassment laws to provide an educational, employment, and business environment free of all forms of discrimination or harassment. Unlawful discrimination or harassment based upon an individual’s race, color, religion, sex, national origin, age, disability, veteran status, marital status, sexual orientation, gender identity or expression, or other protected status is prohibited. This policy applies to all FAU students, applicants for employment, faculty and staff (hereinafter collectively referred to as “University Community Members”), as well as third parties providing services to FAU. This Regulation 5.010 (“Regulation”) establishes procedures for a University Community Member to file a complaint of alleged discrimination, harassment or retaliation.
Discriminatory conduct in the form of sexual misconduct/sexual harassment is also prohibited, and procedures for processing and investigating claims of sexual misconduct/sexual harassment by a University employee will be processed in accordance with current University policy on prohibited sexual conduct.
Florida Atlantic University
is committed to ensuring
that each member of the University
community shall be permitted to
work or study in an environment
free from any form of unlawful
discrimination or harassment that
is based on race, color, religion,
age, disability, sex, national
origin, marital status, veteran
status, sexual orientation or any legally protected class or basis (each a "protected class"). The University recognizes
its obligation to work towards a
community in which diversity is
valued and opportunity is equalized.
This Regulation establishes procedures
for a student, applicant, employee or member of
the University community to file
a complaint of alleged discrimination
(b) The Office of Equity, Inclusion and Compliance (“EIC”) shall administer this Regulation. Inquiries regarding the procedures contained in this Regulation should be forwarded to EIC.
It shall be a violation of this Regulation for any officer, employee, agent or student to discriminate against or harass, as defined in this Regulation,
any other officer, employee, agent, student or applicant. Discrimination
and harassment are forms of conduct that shall result in disciplinary or
other action as provided by the Regulations and Policies of the University.
(c) It shall be a violation of this Regulation for any University Community Member to discriminate against or harass any other University Community Member on the basis of a protected status as defined by law or University regulations and policy.
Activities covered under this Regulation include, but are not limited to, all
educational, athletic, cultural and social activities occurring on a campus
of or sponsored by Florida Atlantic University, housing supplied by the University
and employment practices between the University and its employees, including
Support Personnel ("SP") employees.
(d) Retaliation, or otherwise taking adverse employment or educational action, against a University Community Member because he/she in good faith reported discrimination or harassment, or who assisted or participated in any investigation regarding a complaint, is prohibited.
The Office of Equal Opportunity Programs ("EOP") shall administer the
policies and procedures outlined in this Regulation. EOP shall answer inquiries
regarding the procedures contained in this Regulation and may provide informal
advice regarding issues of discrimination.
(e) Activities covered under this Regulation include, but are not limited to, all educational, athletic, cultural and social activities occurring on campus or sponsored by FAU, housing supplied by the University and employment practices between the University and its employees.
Retaliation, or otherwise taking adverse employment or educational action,
against a member of the University community because he/she in good faith
reported discrimination or harassment, or participated in an investigation
or review regarding a complaint, is strictly prohibited. Those found to have
violated this prohibition against retaliation will be subject to disciplinary
action up to and including termination.
(f) Those found to have violated any term, condition or provision of this Regulation will be subject to disciplinary action, up to and including termination or separation.
Any University supervisory employee who receives a report, observes or
learns of an alleged violation of this Regulation has an absolute and unqualified
duty to immediately report the conduct to the EOP Director. Those found to
have failed to report in a timely manner will be subject to disciplinary
action up to and including termination.
(g) Any supervisory employee who receives a report, observes or learns of an alleged violation of this Regulation has an absolute and unqualified duty to immediately report the conduct to the EIC Director.
Every University employee has a duty to cooperate fully and unconditionally
in a harassment investigation. This duty includes, among other things, speaking
with the EOP investigator and voluntarily providing all documentation that
relates to the claim being investigated. The failure and/or refusal of any
employee to cooperate in an investigation may result in disciplinary action
up to and including termination.
(h) Every University employee has a duty to cooperate fully and unconditionally in a University investigation. This duty includes, among other things, speaking truthfully with the EIC investigator or his/her designee and voluntarily providing all documentation that relates to the claim being investigated.
The prohibited conduct contained in this Regulation shall apply to vendors
and contractors of the University. The EOP Director shall consult with the vendor or contract manager to determine how any investigation
will be undertaken. The University shall take action against the vendor or
contractor, when warranted, in accordance with the terms of the governing
contract or agreement.
(a) For the purpose of this Regulation, “unlawful discrimination” is defined as a difference in treatment on the basis of a person’s status in a protected class. Harassment is a form of unlawful discrimination under Title VII of the Civil Rights Act of 1964 (“Title VII”), the Florida Civil Rights Act and other applicable local, state or federal laws. “Prohibited discrimination” includes unlawful discrimination and that which is based on other protected classes defined by University regulations or policy. A violation of this Regulation may occur regardless of any finding of “unlawful” conduct, as the standards for finding a violation of this policy are independent.
For the purpose of this Regulation, discrimination is defined as unlawfully
treating any member of the University community differently than similarly
situated others based on a protected class herein. Harassment is a form
of unlawful discrimination based on a protected class that may also be covered under
Title VII of the Civil Rights Act of 1964, the Florida Civil Rights Act and other laws.
(b) Discrimination on the basis of sex in education programs and activities receiving federal financial funding as set forth in Title IX of the Education Amendments of 1972, as amended (“Title IX”), is included in this Regulation’s definition of prohibited discrimination. Discrimination on the basis of sex includes sexual violence, sexual battery, sexual harassment, domestic battery, dating violence, stalking and bullying (as defined below). Title IX prohibits sex discrimination in both the educational and employment settings. Sex discrimination is governed by the current University policy on prohibited sexual conduct.
Additionally, discrimination on the basis of sex in education programs
and activities receiving federal financial funding as set forth in Title
IX of the Education Amendments of 1972, as amended ("Title IX"), is included in this Regulation's
definition of prohibited discrimination.
(c) For the purposes of this Regulation, examples of prohibited conduct that fall into the definition of discrimination include,
but are not limited to:
(d) For the purposes of this Regulation, examples of prohibited conduct that fall into the definition of harassment include,
but are not limited to:
- Disparity of treatment
Disparate treatment occurs when an individual suffers less favorable treatment than others because of the protected status.
Disparity of treatment in recruitment, hiring, training, promotion,
transfer, reassignment, termination, salary and other economic benefits,
and all other terms and conditions of employment on the basis of membership
in a protected class herein.
- Disparate Impact
Disparate impact occurs when an employment policy, although neutral on its face, adversely impacts persons in a protected status. Disparate treatment on the basis of a class not protected by federal, state or local law shall not constitute discrimination or harassment if such disparate treatment is required by federal or state law.
Disparity of treatment in educational programs and related support services on the basis of membership in a protected class herein.
Retaliation is adverse action taken against a person for engaging in protected activity. Examples of adverse action include: firing, denial of a promotion, lowering a grade, unjustified negative performance evaluations and reports, increased supervision or scrutiny, sudden enforcement of previously unenforced policies, exclusion from activities or privileges open to others, making critical comments about the protected activity to others or any other action that would deter a reasonable person in the same circumstances from filing a complaint or engaging in protected activity.
Limitation in access to housing, or of participation in athletic,
social, cultural or other activities of the University because of membership
in a protected class herein, and not based on a bona fide requirement or distinction.
4. Retaliation for asserting protected anti-discrimination rights, filing
complaints or protesting practices which are prohibited under this Regulation.
1. Verbal and/or physical conduct based
on a protected characteristic that: (A) has the purpose or effect
of creating an objectively intimidating, hostile or offensive work or educational
environment; (B) has the purpose or effect of unreasonably interfering with
an individual's work or learning performance; or (C) otherwise unreasonably
adversely affects an individual's employment or educational opportunities.
2. Examples of the foregoing verbal and/or physical conduct that may constitute harassment could include making comments ("humorous" or "non-humorous")
"jokes" based on a protected characteristic, objectionable epithets/slurs, threatened or actual
physical harm or abuse, the display of hostile symbols/objects and other
intimidating or insulting conduct directed against the individual because
of their protected characteristic or membership.
(e) Sexual harassment, which includes acts of sexual violence and may include gender-based harassment, is a form of unlawful discrimination prohibited by Title VII, Title IX and other applicable laws. Sexual harassment can take the form of hostile environment harassment, or “quid pro quo” harassment.
Sexual harassment, which includes acts of sexual violence and may include gender-based harassment, is a form of discrimination on the basis of sex and is prohibited by Title IX.
Hostile environment harassment exists when harassment has the purpose or effect of unreasonably interfering with a person’s work or educational performance or participation in a university program or activity, or is sufficiently severe or pervasive to create an intimidating, hostile or offensive work or educational environment.
Quid Pro Quo
Quid pro quo harassment is established when submission or rejection of conduct is used, explicitly or implicitly, as the basis for decisions affecting an individual’s education, employment or participation in a University program or activity.
1. Sexual harassment is unwelcome conduct of a sexual nature. It includes unwelcome sexual advances, requests for sexual
favors and other verbal, nonverbal or physical conduct of a sexual nature when:
a. Submission to such conduct or request is made either explicitly or implicitly
a term or condition of an individual's employment;
b. Submission to such conduct or request is made either explicitly or implicitly
a term or condition of academic achievement;
c. Submission to or rejection of such conduct or request by an individual
is used as the basis for an employment or academic decision affecting such
d. Such conduct or request unreasonably interferes with an individual's work
or academic performance or creates an objectively intimidating, hostile or
offensive environment for working or learning.
2. Examples of unwelcome conduct of a sexual nature that may constitute sexual harassment under the Regulation include, but are not limited to:
a. Displaying or telling sexually oriented jokes, statements, photographs, drawings, computer images, websites, videos, slides, graphics, calendars, cartoons, emails or other communications.
b. Making sexually explicit or suggestive gestures or sounds.
c. Making actual or implied promises of an employment or educational opportunity or benefit in exchange for sexual activity.
d. Making actual or implied threats to impede or interfere with employment or educational opportunities or benefits for failing to agree to or engage in sexual activity.
e. Inappropriate and unwelcome sexual attention or touching, including but not limited to leering, patting, fondling, pinching, sexually based stalking and/or bullying, and attempted or actual kissing.
f. Requesting or coercing sexual intercourse or sexual favors, or attempting to or actually engaging in a sexual assault.
g. Continuing any of the conduct listed in the above examples after being told or being otherwise made aware that the conduct is unwelcome.
3. Sexual violence is a form of sexual harassment and is prohibited under Title IX. Sexual violence includes physical sexual acts perpetrated against a person's will or where a person is incapable of giving consent due to an intellectual or other disability or the victim's use of or exposure to drugs or alcohol. Acts falling into the category of sexual violence include, but are not limited to, rape, sexual assault, sexual battery and sexual coercion.
4. Gender-based harassment may be a form of sexual harassment prohibited under Title IX. Gender-based harassment includes acts of verbal, nonverbal or physical aggression, intimidation or hostility based on sex or sex-stereotyping, even if those acts do not involve conduct of a sexual nature.
(f) Gender-based harassment may be a form of sexual harassment prohibited under Title IX or other state or local laws. Gender-based harassment includes acts of verbal, nonverbal or physical aggression, intimidation or hostility based on sex or sex-stereotyping, even if those acts do not involve conduct of a sexual nature.
The definition of sexual harassment excludes the use of sexual material in a classroom setting for academic purposes.
(g) The definition of sexual harassment excludes the use of sexual material in a classroom setting for academic purposes.
When referred to in the Regulation, "days" means calendar days unless otherwise noted.
(h) Disparate treatment on the basis of a class not protected by federal or state law shall not constitute discrimination or harassment if such disparate treatment is required by federal or state law.
3. REPORTING VIOLATIONS
(a) EIC is responsible for administering the complaint and investigation process set forth in this Regulation.
PROCEDURE FOR REPORTING VIOLATIONS
- In cases where the individual making an allegation that they have been subjected to conduct that violates this regulation (“Complainant") chooses not to file a formal complaint, EIC will take action it deems necessary, including but not limited to informing the alleged offender (“Respondent”) of the concerns, and suggesting that the individual monitor and modify (if necessary) his/her behavior. All complaints, formal or informal, must be reported to EIC.
2. The EIC contact information is provided below:
Equity, Inclusion and Compliance
Florida Atlantic University
777 Glades Road, Room 265
Boca Raton, Florida 33431-0991
The Office of Equal Opportunity Programs is responsible for administering
the complaint and investigation process set forth in this Regulation. In
cases where the potential complainant chooses not to file a formal complaint,
EOP will take action to inform the alleged offender of the concerns, suggesting
that the individual monitor and modify (if necessary) his/her behavior. All complaints,
formal or informal, must be reported to EOP. The EOP contact information is provided below:
Director, Equal Opportunity Programs
Florida Atlantic University
777 Glades Road, Room 265
Boca Raton, Florida 33431-0991
The EOP Director is the Title IX Coordinator for the University.
(b) In all cases in which a violation of Title IX is alleged against a University Community Member, the University shall provide notice to the Complainant of his/her rights as soon as possible after it receives notification of the alleged violation. For complaints involving allegations of student misconduct by a student, the Student Code of Conduct, Regulation 4.007, will govern.
- The EIC Executive Director is the Title IX Coordinator for the University.
- Individuals with questions or concerns about Title IX may contact the University’s Title IX Coordinator and may file a complaint directly with that office consistent with the procedures outlined herein.
Any University employee who believes he/she has been harassed or discriminated
against in violation of this Regulation must report the facts and circumstances
thereof to the EOP Director,
the University Provost, the Director of Human Resources or his/her College
Dean or Vice President, who in turn must notify the EOP Director.
(c) Any University employee who believes he/she has been harassed, discriminated or retaliated against in violation of this Regulation should report the facts and circumstances thereof to the EIC Director, or in the alternative, may report to the appropriate Vice President or Provost, College Dean, or the Director of Human Resources, who in turn must notify the EIC Director.
Any student who believes he/she has been harassed or discriminated against
in violation of this Regulation must report the facts and circumstances thereof
to the EOP Director, the University Ombuds,
the University Provost, the Dean of Students or his/her Department Head/Director
or College Dean, who in turn must notify the EOP Director.
(d) Any student who believes he/she has been harassed or discriminated against in violation of this Regulation should report the facts and circumstances thereof to the EIC Director, or in the alternative, may report to a University Vice President or Provost, the Dean of Students, the Dean of his/her College, or to his/her Department Head, who in turn must notify the EIC Director.
Reports or allegations of an alleged violation of this Regulation will
be processed upon the filing of a written complaint with EOP. The Director
of EOP may process an alleged violation without a written complaint if deemed
necessary by the Director and enough information is available to conduct
a responsible investigation.
(e) Reports or allegations of an alleged violation of this Regulation will be processed upon the filing of a written complaint with EIC. The Director of EIC may process an alleged violation without a written complaint if deemed necessary by the Director and if enough information is available to conduct a responsible investigation.
A complaint must be filed with EOP within one-hundred eighty (180) days
of the alleged act(s) of discrimination/harassment. The Director of EOP may
process an alleged violation outside of this time limitation if deemed necessary
by the Director. The filing of a complaint under this Regulation is independent
and does not preclude the complainant from also filing a complaint with federal,
state or local enforcement agencies. The filing of a complaint with EOP does
not constitute a filing with, or have any effect on the filing time limitations
of those external agencies. All complainants are urged to contact these external
agencies directly to learn the filing deadlines and procedures for each agency.
Contact information for these agencies is available from the EOP office.
(f) A complaint must be filed with EIC within one-hundred eighty (180) calendar days of the alleged act(s) of discrimination/harassment. EIC may process an alleged violation outside of this time limitation if deemed necessary by the Executive Director. The filing of a complaint under this Regulation is independent and does not preclude the Complainant from also filing a complaint with federal, state or local enforcement agencies. The filing of a complaint with EIC does not constitute a filing with, or have any effect on the filing time limitations of those external agencies. All Complainants are urged to contact these external agencies directly to learn the filing deadlines and procedures for each agency. Contact information for these agencies is available from the EIC office.
All complaints shall contain the name of the complainant and state the
nature of the act(s) complained of, including such details as the name of
the alleged offender and the date(s) or approximate date(s) on which the
offending act(s) occurred, the name(s) of any witnesses and the desired resolution(s).
Any portion of a complaint file that is exempt from public disclosure under
the Florida Public Records law shall remain confidential to the extent permitted
(g) All complaints shall contain the name of the Complainant and state the nature of the act(s) complained of, including such details as the name of the alleged offender and the date(s) or approximate date(s) on which the offending act(s) occurred, the name(s) of any witnesses, and the desired resolution(s). Any portion of a complaint file that is exempt from public disclosure under the Florida Public Records law shall remain confidential to the extent permitted by law.
FOR INVESTIGATION OF COMPLAINTS
(a) EIC shall investigate all complaints that contain enough information to allege prohibited discrimination or harassment. This investigation will include, but shall not be limited to, interviewing the alleged offender and the complainant. Each party shall have an equal opportunity to present relevant witnesses and other evidence. The investigation may include the interview of other persons who may have information relevant to the allegations, preparation of witness statements for all persons interviewed and review of any relevant documents. Upon completion of the investigation, a final report shall be prepared which includes a summary of the complaint, a description of the investigation, whether a violation of University Regulation was found, based on a preponderance of the evidence, and recommendations for disposition.
EOP shall investigate all complaints that contain enough information
to allege prohibited discrimination or harassment. This investigation must
include, but shall not be limited to, interviewing the alleged offender
and the complainant. Each party shall have an equal opportunity to present relevant witnesses and other evidence. The investigation may include the interview of other
persons who may have information relevant to the allegations, preparation
of witness statements for all persons interviewed and review of any relevant
documents. Upon completion of the investigation, a final report shall be
prepared which includes a summary of the complaint, a description of the investigation,
whether a violation of University Regulation was found, based on a preponderance of evidence, and recommendations
(b) EIC may attempt conciliation before or during the course of an investigation of a complaint. If conciliation is not achieved, then EIC shall continue to investigate the complaint and shall issue a final report.
The Office of Equal Opportunity Programs may attempt conciliation before
or during the course of an investigation of a complaint. If conciliation
is not achieved, then EOP shall continue to investigate the complaint, and
shall issue a final report.
(c) EIC shall attempt to conclude its investigation on non-Title IX matters and issue its final report within seventy-five (75) calendar days of the filing of the complaint. However, the investigation process may be stayed for good cause as determined by the Executive Director.
EOP shall conclude its investigation and issue its final report within
seventy-five (75) days of the filing of the complaint. If additional time
is required, the complainant and alleged offender will be notified in writing
no less than ten (10) days prior to the seventy-five (75) day deadline of
the reason(s) for the delay and the expected date of completion.
(d) The final report by EIC shall be submitted to the appropriate Vice President, Provost or designee if an employee is involved, and/or to the Dean of Students or designee if a student is involved. The Respondent and Complainant will each be notified in writing of the outcome of the complaint and any appeal. Corrective or disciplinary action up to and including dismissal or expulsion will be considered and implemented, if warranted, by the Vice President, Provost or Dean of Students in consultation with the EIC Director. Corrective or disciplinary action may also be considered and implemented if EIC determined the complaint was unfounded and made maliciously or recklessly. All disciplinary action shall be subject to applicable University Regulations (including but not limited to University Regulation 5.009 [Grievance Procedure] and University Regulation 4.007 [Student Code of Conduct]), policies and applicable collective bargaining agreements.
The final report by EOP shall be submitted to the appropriate Vice President
or Associate Provost if an employee is involved, and/or to the Dean of Students
if a student is involved. The alleged offender and complainant will each be notified in writing of the outcome of the complaint and any appeal. Corrective or disciplinary action up to and including
dismissal or expulsion will be considered and implemented, if warranted,
by the Vice President, Provost or Dean of Students in consultation with the
EOP Director. Corrective or disciplinary action will also be considered and
implemented if EOP determined the complaint was unfounded and made maliciously
or recklessly. All disciplinary action shall be subject to applicable University
Regulations (including but not limited to University Regulation 5.009, Grievance Procedure, and University Regulation 4.007, Student Code of Conduct), policies and applicable collective bargaining agreements.
(e) Any Complainant or Respondent may submit a response or statement to be attached to the EIC’s final report and which will be maintained in the EIC file; any response or statement must be submitted to the EIC Director within ten (10) calendar days of the date the final report is published.
PROCEDURE FOR RECONSIDERATION
Any Complainant or Respondent may request reconsideration of a finding in the EIC Report by filing a written request with the EIC Executive Director.
- The EIC Executive Director must receive the written request within ten (10) calendar days of the date the final report is published.
- The request must include a basis for the reconsideration.
- The EIC Executive Director will consider any request for reconsideration, but reconsideration will only be granted in cases where new evidence is provided or relevant evidence was not previously considered or reviewed.
- The EIC Executive Director shall notify the requesting party, in writing, of the appeal decision within twenty (20) calendar days.
Specific Authority: Article IX of the Florida Constitution; Florida Board of Governors Regulation 1.001; Formerly 6C5-5.012, Amended 11-11-87, 7-5-99, 11-9-05, 6-28-06, 11-16-11, 07-01-15.
(a) Any party may submit a written response or statement to be attached to
the EOP final report and maintained in the same file.
(b) Either the complainant or alleged offender may request reconsideration
of the finding in the EOP final report. The party must submit this request
in writing to the EOP Director within ten (10) days of receipt of the EOP
(c) The request for reconsideration must be in writing and shall specify
the basis of the request. Typically, reconsideration will be granted only
in cases where relevant evidence was not reviewed and/or new evidence is
Specific Authority: Article IX of the Florida Constitution; Florida Board of Governors
Resolution 1.001; Formerly 6C5-5.012, Amended 11-11-87,
7-5-99, 11-9-05, 6-28-06, 11-16-11.
to Bias-Free Communication
People in the University community are increasingly aware of the
need to use language that recognizes our diversity and does not
offend, demean or exclude people on the basis of gender, race,
ethnic group, religion, age, ability/disability or sexual orientation.
Changing our language usage, however, does not come easily or automatically.
Familiar ways of writing and speaking are more comfortable; substitute phrases
do not always spring quickly to mind.
In the fall of 1992, acting on a recommendation of the Minorities Affairs Committee,
the Florida Atlantic University President appointed a task force and charged
it with developing a guide to assist faculty, staff and students with these
issues. FAU's guide very closely mirrors "Guide to Bias-Free Communications" prepared
by a similar broad-based group in 1990 at the University of Wisconsin-Madison
and is used here with UW's permission. FAU recognized the many hours of discussion
about sensitive issues that preceded the final draft of UW's Guide.
These guidelines are meant to help you find a more encompassing word or phrase
when you need it and to be more attuned to language that, whether intended
or not, may offend others. The guidelines aim primarily at written material
but apply as well to the spoken word.
This area is controversial and in flux. Usage that groups prefer today may
change next year, and these guidelines will be updated annually. The point
is to try to communicate in a way that is respectful of diversity. Also, the
examples we cite may not satisfy everyone.
We welcome your comments, questions and suggestions on how to make these guidelines
more useful and pertinent.
1. Include all people in general references by substituting gender-neutral
words and phrases for gender-biased words.
||people, humanity, human beings
|man the operation
||staff the operation
||labor, human resources
||staff hours, hours
||manufactured, synthetic, artificial
2. Communicate to everyone including both male and female reference
points. (Don't presume marital or familial relationships.)
|faculty and wives
||faculty, spouses and guests
|you and your spouse are invited...
||you and your guest are
||friends, guests, partners
|Dear Sir or Madam
Dear Madam or Sir
Dear Colleague, Greetings
3. Avoid gender-biased pronouns by:
a. Dropping pronouns that signify gender and restructuring the statement.
|Each student should hand in
his term paper by...
||Each student should hand in
a term paper by...
b. Changing to plural construction.
should hand in his term paper
hand in term papers by...
cares for her patients.
care for their patients.
c. Replacing masculine or feminine pronouns with "one" or "you."
should hand in his term paper
hand in your term paper by...
d. Avoid awkward construction such as he(she), s/he, (s)he, or
him/her. Such constructions, which can be easily reworked, imply
that women are considered to be the subject only as an afterthought.
a professor emeritus,
entitled to a reduced parking
fee in Lot 60.
emeritus is entitled to a reduced
parking fee in Lot 60.
new teaching assistant, ask
him/her to provide
ask them to provide
4. Use parallelism to refer to women and men equally and to make
a strong basketball athlete,
and Suzy Favor, an attractive
young runner, are...
a strong player, and Favor, a
powerful runner, are...
16 female students...
students and 16
and Julia Smith were recently
||Prof. Brown and Prof. Smith
were recently promoted.
5. "Women" is often used, incorrectly or inappropriately, as an
adjective. Consider using "female" or eliminating the adjective
if it's unnecessary.
Ferraro was the
first woman vice-presidential candidate.
the first female vice-
Popovich became the first woman
president of FAU on Sept. 1,
Popovich became the first female
president of FAU on Sept. 1,
6. If a direct quote (derived from research or an interview) offends or inappropriately
excludes women or men and is not essential to your document, consider eliminating,
paraphrasing or replacing the quote.
7. Use neutral words for "man" and "woman" in job titles or descriptions.
8. Base communication on relevant qualities, not on sex. Avoid
basketball player. She
shoots like a man.
good basketball player. She shoots
9. Avoid any reference to marital status, parental status or affectional
status unless it is directly relevant.
10. When choosing photographs or illustrations, consider the balance
of women and men. Also, be conscious of the relative positions
of women and men and their actions. Non-verbal messages conveyed
by portraying men standing/women sitting, men gesturing at smiling
women, men pointing to or working with lab and other equipment
while women passively observe imply status differences. Such implications,
whether subtle or direct, are unrealistic in the modern workplace
or university. Work with artists and photographers to update graphic
1. The terms impairment, disability and handicap are not synonymous. Be sensitive
to the meaning of each.
An impairment is a physiological condition.
Example: Arthritis is an impairment in which tissues of the joints are damaged.
A disability is the consequence
of an impairment. A disability may or may not be handicapping.
Example: Disabilities resulting from arthritis include difficulty
in bending the spine or limbs, and thus difficulty in walking or
A handicap is the social implication
of a disability; a condition or barrier imposed by society, the
environment or oneself. The term should not be used to describe
a disability. Example: People with arthritic knees and hips may
be handicapped by the absence of elevators in older buildings.
2. Disabilities may be the result of either injury or disease,
often a disease long past. Disabled people should not automatically
be viewed as sick or having a disease.
3. Put people first, not their disabilities.
impaired students used a
impairments used a
4. Do not focus on a disability unless it is relevant to your
The new instructor, whose bout with polio left him on crutches, will teach
two sections of African history.
The author of the text on legal rights for the disabled writes from experience.
She has had paraplegia since childhood.
5. In photos and illustrations, depict disabled people in everyday
situations—work, home, play—and show them interacting with people
who are not disabled. Do not focus on wheelchairs, crutches or
other adaptive equipment.
6. When the context calls for discussion of people with and without
disabilities, use that term—"people without disabilities"—rather
than "normal" or "able-bodied." ("Normal" implies that by comparison
disabled people are abnormal; "able-bodied" suggests that all people
with disabilities have physical disabilities or are unable to compensate
for their disabilities.) "Non-disabled" is another useful term.
7. Avoid language that portrays people with disabilities as either
unfortunate, helpless victims or, at the other extreme, as courageous
RACE AND ETHNICITY
1. Avoid identifying people by race or ethnic group unless it is relevant.
We don't usually point out that an individual is white or of Anglo-Saxon
heritage. The same rule should apply to other groups.
Young, the black mayor of Atlanta,
cast his vote.
Young, mayor of Atlanta,
cast his vote.
a Hispanic professor of physics,
has been promoted to associate
a professor of physics, has been
promoted to associate professor.
Beta Gamma, the black fraternity,
wants to re-roof its building.
Gamma wants to re-roof its building.
2. Avoid the term "non-white," which sets up white culture as the
standard by which all other cultures should be judged. Also avoid "culturally
disadvantaged" and "culturally deprived." These terms imply that
the dominate culture is superior to other cultures or that other
groups lack a culture.
3. Refer to individuals as "members of a minority group" or specify
the minority group (e.g., Latino) when minority group identity
is pertinent. ("Minority" refers to a group and serves as a modifier
in the term "minority group.")
minorities are encouraged to
minority groups are encouraged
attended the meeting.
of the Hmong
and Korean communities
attended the meeting.
4. Avoid words, images or situations that reinforce stereotypes
and that imply all people of a particular race or ethnic group
are the same.
Not surprisingly, the Asian-American students did best in the math contest.
Assuming it is relevant to point out that this group excelled, the phrase "not
surprisingly" may reinforce the stereotype that all Asian-Americans have superior
aptitude in math.
Stereotypical phrases occur much more commonly in spoken than in written communications.
Be conscious of what you say as well as what you write.
5. Stay attuned to the current terminology by which racial and
ethnic groups refer to themselves. Usage changes (e.g., from "Negro" to "African
American," from "Oriental" to "Asian American"). National newspaper
and television news are good indicators of current usage. Also,
ask people what term they prefer.
People who trace their ancestry through the Caribbean or Central and South
America may identify themselves as coming from any one of a number of different
cultures and ethnic groups. For instance, the terms Hispanic, Latino/a, Chicano/a
and Puertorriqueno/a all have different meanings. Many people whom the U.S.
Census would describe as "Hispanic" prefer the term "Latino or Latina." Some
people with Spanish-sounding surnames may have indigenous Indian, German or
Asian ancestry or prefer to be referred to by their nationality, e.g., Colombian,
Nicaraguan, Guatemalan. Others may prefer that no reference be made to their
nationality or ancestry.
People whose ancestors originally populated North America may want to be identified
with specific communities, such as Seminole or Miccosukee, or they may prefer
to be referred to as "American Indian" or "Native American" rather than "Indian." If
in doubt, ask.
Also, attention must be paid to the punctuation used in referring to racial
and ethnic groups. The terms "African American," "Asian American" and so forth
are nouns and should not be hyphenated. However, when these terms are used
as modifiers (e.g., "the Asian-American students" in example number 4), they
should be hyphenated.
6. Be sensitive to religion when referring to various ethnic groups.
Don't make assumptions. For instance, just as not all Arabs are
Muslims, most nationalities and ethnicities will embody different
religious practices. Avoid stereotyping a race, nationality or
ethnic group with a specific religion.
7. Be sure your communications do not patronize or give token
attention to members of racial or ethnic groups. Exaggerated focus
on people's accomplishments or insincere and gratuitous references
to their concerns imply that these people are not normally successful
or accomplished or are not considered to be in the mainstream of
8. Review written communications and visual materials to ensure
that, where appropriate, all groups—women, men, minority and ethnic
group members, older people and disabled people—are represented.
This does not mean that every publication, video or similar material must include
all groups at all times or that participation of particular groups should be
exaggerated or overstated. But generic campus publications, such as college
bulletins or communications that are part of a continuing series (such as newspapers
or annual reports), should aim for reasonable representation of all groups
1. "Gender orientation" and "sexual orientation" are preferred to "sexual preference," a
term that implies that being homosexual, bisexual or heterosexual is a matter
2. Most gay people prefer the term "gay" to the somewhat clinical "homosexual." The
term "gay" may be used to refer to both men and women, but "lesbian" is
the term preferred by gay women. Keep in mind also that people
of a bisexual orientation may not consider themselves to be part
of either the gay or heterosexual community. As a matter of principle,
refer to societal groups in the way that members of each group
prefer. Ask people what term they prefer.
3. Avoid using "gay lifestyle" or "lesbian lifestyle." Being gay
or lesbian is not a lifestyle; it is a fundamental orientation.
In addition, gays' lives and relationships are as diverse as those
of the rest of the population.
4. "Gay community" is an umbrella term used in the same manner
that a name such as "the Italian-American community" is used to
describe a group whose members have similar, but not identical,
backgrounds and social agendas. The term may be used to refer to
both men and women but again, "lesbian and gay community" is preferred.
5. Include the viewpoint of somebody who is gay when reporting
on a gay topic. Better yet, solicit more than one gay viewpoint,
since the gay, lesbian and bisexual community is not monolithic.
6. Avoid classroom or extracurricular activities or exercises
that assume all students are heterosexual or that otherwise invade
1. Refer to a person's age only when it is relevant to the medium or the message.
For example, communications that follow newspaper style are generally expected
to state a subject's age. However, in most internal University communications,
age is not pertinent and its mention may even be distracting.
The researchers, ages 56 and 60, won a grant from NIH.
Patricia Schmidt, 12, will study at FAU this spring. She is the youngest student
ever to enroll at the University.
2. If you use a generic age description, ask your subjects what
wording they prefer. Do they refer to themselves as older persons
or senior citizens? As youths, teenagers or young people?
3. Avoid cliches such as "precocious," "spry" or "chipper," and
avoid generalizations that reinforce stereotypes about age. Middle
school children are not necessarily troublemakers, and not everyone
over 80 lives in a nursing home.
4. Don't assume older people are less intellectually, physically
or emotionally able than other age groups. Also don't underestimate
the capabilities of younger people simply on the basis of their
Carl Elliot, 12, feeds his dog every day without having to be reminded.
Darleen Hampton, 62, still puts in a full day in the admissions
5. Don't use patronizing language.
little old lady beamed as she
entered the classroom.
woman smiled as she entered the
6. In communications meant to represent a range of experiences
or viewpoints, include people of diverse ages.
7. Newspaper style dictates that females 18 years or older are
women, not girls; males 18 years or older are men, not boys. In
a university setting, however, it may be more appropriate to refer
to all students, whether 17 or 60, as men and women.
Statewide Course Numbering System
Courses in this catalog are identified by prefixes and numbers
that were assigned by Florida's Statewide Course Numbering System
(SCNS). This numbering system is used by all public postsecondary
institutions in Florida and participating nonpublic institutions.
The major purpose of this system is to facilitate the transfer
of courses between participating institutions. Students and administrators
can use the online SCNS to obtain
course descriptions and specific information about course transfer
between participating Florida institutions. This information is
on the SCNS website.
Each participating institution controls the title, credit and content of its
own courses and recommends the first digit of the course number to indicate
the level at which students normally take the course. Course prefixes and the
last three digits of the course numbers are assigned by members of faculty
discipline committees appointed for that purpose by the Florida Department
of Education in Tallahassee. Individuals nominated to serve on these committees
are selected to maintain a representative balance as to type of institution
and discipline field or specialization.
The course prefix and each digit in the course number have a meaning in the
SCNS. The listing of prefixes and associated courses is referred to as the "SCNS taxonomy." Descriptions of the content of courses are referred to as "statewide course profiles."
OF COURSE IDENTIFIER
(Freshman) Level at this institution
Composition Skills I
laboratory component in this
GENERAL RULE FOR COURSE EQUIVALENCIES
Equivalent courses at different institutions are identified by the same prefixes
and same last three digits of the course number and are guaranteed to be
transferable between participating institutions that offer the course, with
a few exceptions, as listed below in Exceptions to the General Rule for Equivalency.
For example, a freshman composition skills course is offered by 84 different
public and nonpublic postsecondary institutions. Each institution uses "ENC_101" to identify its
freshman composition skills course. The level code is the first digit and represents
the year in which students normally take the course at a specific institution.
In the SCNS taxonomy, "ENC" means "English Composition," the century digit "1" represents "Freshman
Composition," the decade digit "0" represents "Freshman Composition Skills" and
the unit digit "1" represents "Freshman Composition Skills I."
In the sciences and certain other areas, a "C" or "L" after the course number
is known as a lab indicator. The "C" represents a combined lecture and laboratory
course that meets in the same place at the same time. The "L" represents a
laboratory course or the laboratory part of a course that has the same prefix and course number but meets at a different time or place.
Transfer of any successfully completed course from one participating institution
to another is guaranteed in cases where the course to be transferred is equivalent
to one offered by the receiving institution. Equivalencies are established
by the same prefix and last three digits and comparable faculty credentials
at both institutions. For example, ENC 1101 is offered at a community college. The same course is offered at a state university as ENC 2101. A student
who has successfully completed ENC 1101 at a Florida College System institution is
guaranteed to receive transfer credit for ENC 2101 at the state university
if the student transfers. The student cannot be required to take ENC 2101 again
since ENC 1101 is equivalent to ENC 2101. Transfer credit must be awarded for
successfully completed equivalent courses and used by the receiving institution
to determine satisfaction of requirements by transfer students on the same
basis as credit awarded to the native students. It is the prerogative of the
receiving institution, however, to offer transfer credit for courses successfully
completed that have not been designated as equivalent. NOTE: Credit generated at institutions on the quarter-term system may not transfer
the equivalent number of credits to institutions on the semester-term system.
For example, 4.0 quarter hours often transfers as 2.67 semester hours.
THE COURSE PREFIX
The course prefix is a three-letter designator for a major division of an academic
discipline, subject matter area or subcategory of knowledge. The prefix is
not intended to identify the department in which a course is offered. Rather,
the content of a course determines the assigned prefix to identify the course.
AUTHORITY FOR ACCEPTANCE OF EQUIVALENT
Section 1007.24(7), Florida Statutes, states:
Any student who transfers among postsecondary institutions that
are fully accredited by a regional or national accrediting agency
recognized by the United States Department of Education and that
participate in the statewide course numbering system shall be awarded
credit by the receiving institution for courses satisfactorily
completed by the student at the previous institutions. Credit shall
be awarded if the courses are judged by the appropriate statewide
course numbering system faculty committees representing school
districts, public postsecondary educational institutions, and participating
nonpublic postsecondary educational institutions to be academically
equivalent to courses offered at the receiving institution, including
equivalency of faculty credentials, regardless of the public or
nonpublic control of the previous institution. The Department of
Education shall ensure that credits to be accepted by a receiving
institution are generated in courses for which the faculty possess
credentials that are comparable to those required by the accrediting
association of the receiving institution. The award of credit may
be limited to courses that are entered in the statewide course
numbering system. Credits awarded pursuant to this subsection shall
satisfy institutional requirements on the same basis as credits
awarded to native students.
EXCEPTIONS TO THE GENERAL RULE FOR
Since the initial implementation of the SCNS, specific disciplines or types
of courses have been excepted from the guarantee of transfer for equivalent
courses. These include courses that must be evaluated individually
or courses in which the student must be evaluated for mastery of skill
and technique. The following courses are exceptions to the general rule for
course equivalencies and may not transfer. Transferability is at the discretion
of the receiving institution.
A. Courses not offered by the receiving institution.
B. For courses at nonregionally accredited institutions, courses offered prior
to the established transfer date of the course in question.
C. Courses in the _900-999 series are not automatically transferable and must
be evaluated individually. These include such courses as special topics, internships,
apprenticeships, practica, study abroad, theses and dissertations.
D. Applied academics for adult education courses.
E. Graduate courses.
F. Internships, apprenticeships, practica, clinical experiences and study abroad
courses with numbers other than those ranging from 900-999.
G. Applied courses in the performing arts (art, dance, interior design, music
and theatre) and skills courses in criminal justice (academy certificate courses)
are not guaranteed as transferable. These courses need evidence of achievement
(e.g., portfolio, audition, interview, etc.).
COURSES AT NONREGIONALLY ACCREDITED
The SCNS makes available on its homepage a
report entitled "Courses at Nonregionally Accredited Institutions" that contains
a comprehensive listing of all nonpublic institution courses in the SCNS inventory,
as well as each course's transfer level and transfer effective date. This report
is updated monthly.
Questions about the SCNS and appeals
regarding course credit transfer decisions should be directed to
Maria Jennings at firstname.lastname@example.org in
the Office of the Registrar at FAU, or to the Florida Department of
Education, Office of Articulation, 1401 Turlington Building, Tallahassee,
Florida 32399-0400. Special reports and technical information may
be requested by calling the SCNS office
at 850-245-0427 or by visiting its website.
Atlantic University Interest Group
FAU-L is an unmoderated discussion list dealing with issues, concerns and news
related to Florida Atlantic University, its alumni, students, faculty, visitors
and friends. The discussion list intends to exchange ideas, answer questions
and share experiences between and among members. This discussion list is
open to all interested individuals and organizations.
1. Log into FAU’s Sympa website at https://lists.fau.edu.
Click on the “List of lists” tab at the top of the page. Find fau-l (lists are in alphabetical order) and click the link.
3. On the left side of the page, click Subscribe.
4. A confirmation email will be sent.
1. Log into FAU’s Sympa website at https://lists.fau.edu.
Click the link for fau-l.
3. On the left side of the page, click Unsubscribe.
4. A confirmation email will be sent.
To post a message to the list members:
Send a message to the mailing list’s address through email by addressing it to email@example.com. Or, messages can be sent from within FAU’s Sympa website:
1. Log into FAU’s Sympa website at https://lists.fau.edu.
2. Click the link for fau-l.
In the mail form, fill in the subject line.
Write in the message body.
Click Send to selected recipient.
Atlantic University on the Internet
An interesting and always growing body of current information about FAU is
available at www.fau.edu.
FAU's course schedule has information about current class sizes and is updated
regularly with details about cancelled, closed and held classes. Any changes
of time, day or location are also available in the course schedule at myfau.fau.edu.