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Supportive Measures

The Office of Equal Opportunity can work with parties (both complainants and respondents) to provide “non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge to [the parties] before or after the filing of a formal complaint or where no formal complaint has been filed. Such measures are designed to restore or preserve equal access to the University’s education program or activity without unreasonably burdening the other party, including measures designed to protect the safety of all parties or the University’s educational environment, or deter sexual harassment.”

Supportive measures may include:

  • Class adjustments or modifications such as more flexible deadlines for graded work
  • Class schedule adjustments (e.g., moving sections, post-deadline withdrawals/adds)
  • Changes to campus job work schedules or locations (employees and student employees)
  • Security accompaniment to locations across campus
  • Safety planning with advocates and law enforcement officers
  • On-campus housing reassignments for parties who are willing to move
  • Emotional support and mental health counseling

To request a supportive measure, or modification of a prior supportive measure, please email or call 435-586-5419.







  • Free Legal Answers – Utah: Visit
  • Utah State Bar Virtual Legal Clinic
    • Special Instructions / Additional Information: Call the Utah Bar office at 801-297-7049 or complete the online form at to request an appointment. A volunteer attorney will contact you within 3 business days to set up a 30-minute appointment. Some Spanish-speaking attorneys are available.
  • Southern Utah Bar Association (“SUBA”) Talk to Lawyer Clinic
    • Special Instructions / Additional Information: Call and leave a message at 435-628-1604, ext. 3662. A staff member will call you and screen you for eligibility. Your income must be below 200% of the federal poverty guidelines. If you need an interpreter you must provide your own.







Workplace Discrimination

The U.S. Equal Employment Opportunity Commission (EEOC) enforces Federal laws that protect you from discrimination in employment. If you believe you’ve been discriminated against at work or in applying for a job, the EEOC may be able to help.

  • Employees (current and former), including managers and temporary employees
  • Job applicants
  • Union members and Applicants for membership in a union
  • Most private employers
  • State and local governments (as employers)
  • Educational institutions (as employers)
  • Unions
  • Staffing agencies

Under EEOC’s laws, an employer may not discriminate against you, regardless of your immigration status, on the bases of:

  • Race
  • Color
  • Religion
  • National origin
  • Sex (including pregnancy and related conditions, sexual orientation, or gender identity)
  • Age (40 and older)
  • Disability
  • Genetic information (including employer requests for, or purchase, use, or disclosure of genetic tests, genetic services, or family medical history)
  • Retaliation for filing a charge, reasonably opposing discrimination, or participating in a discrimination lawsuit, investigation, or proceeding.

All aspects of employment, including:

  • Discharge, firing, or lay-off
  • Harassment (including unwelcome verbal or physical conduct)
  • Hiring or promotion
  • Assignment
  • Pay (unequal wages or compensation)
  • Failure to provide reasonable accommodation for a disability or a sincerely-held religious belief, observance or practice
  • Benefits
  • Job training
  • Classification
  • Referral
  • Obtaining or disclosing genetic information of employees
  • Requesting or disclosing medical information of employees
  • Conduct that might reasonably discourage someone from opposing discrimination, filing a charge, or participating in an investigation or proceeding.

Contact the EEOC promptly if you suspect discrimination. Do not delay, because there are strict time limits for filing a charge of discrimination (180 or 300 days, depending on where you live/work).  You can reach the EEOC in any of the following ways:

Additional information about the EEOC, including information about filing a charge of discrimination, is available at

Race, Color, Religion, Sex, Sexual Orientation, Gender Identity, National Origin

Executive Order 11246, as amended, prohibits employment discrimination by Federal contractors based on race, color, religion, sex, sexual orientation, gender identity, or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.

Asking About, Disclosing, or Discussing Pay

Executive Order 11246, as amended, protects applicants and employees of Federal contractors from discrimination based on inquiring about, disclosing, or discussing their compensation or the compensation of other applicants or employees.


Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals with disabilities from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment by Federal contractors. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship to the employer. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level.

Protected Veteran Status

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits employment discrimination against, and requires affirmative action to recruit, employ, and advance in employment, disabled veterans, recently separated veterans (i.e., within three years of discharge or release from active duty), active duty wartime or campaign badge veterans, or Armed Forces service medal veterans.


Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination by Federal contractors under these Federal laws.

Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under OFCCP’s authorities should contact immediately:

The Office of Federal Contract Compliance Programs (OFCCP)
U.S. Department of Labor
200 Constitution Avenue, N.W.
Washington, D.C. 2021
1-800-397-6251 (toll-free)

If you are deaf, hard of hearing, or have a speech disability, please dial 7-1-1 to access telecommunications relay services. OFCCP may also be contacted by submitting a question online to OFCCP’s Help Desk at, or by calling an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor and on OFCCP’s “Contact Us” webpage at

Race, Color, National Origin, Sex

In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance.

Individuals with Disabilities

Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job.

If you believe you have been discriminated against in a program of any institution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance.

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Equal Opportunity