Temporary / Emergency Policy

Note: This policy was adopted on December 14, 2023 under the temporary / emergency policymaking provisions of the University's Policy on Policies. It will revert on August 22, 2024.

Information about this policy change, and any proposals for further policymaking, can be accessed at the University Policy website. Students and employees may submit comments on those proposals through the Proposed Policy Change Comment Form, which is accessible through the site.

1280.1 Policy Statement

Wright State University does not discriminate illegally against any person on the basis of any legally protected status, and does not tolerate such conduct by members of the University community. As used in this Policy, discrimination is any act or omission that prevents, impairs, or adversely affects an individual’s terms or conditions of employment, or their ability to participate in the University’s programs or activities.

The University will respond promptly and effectively to all reported violations of this policy, including conducting inquiries or investigations of alleged or suspected violations, and instituting disciplinary action or other appropriate measures in response to substantiated reports.

Note: This Policy does not apply to sex or gender-based harassment, discrimination, or sexual misconduct, which are covered by Policy No. 1270: Sex/Gender-Based Harassment, Discrimination, and Sexual Misconduct.

1280.2 Legally Protected Status

The University recognizes the list of legally protected statuses identified by the Governor of Ohio through Executive Orders. As of November 13, 2023, those protected statuses consist of: race, color, religion, gender, gender identity or expression, national origin (ancestry), military status (past, present or future), disability, age (40 years or older), status as a parent during pregnancy and immediately after the birth of a child, status as a parent of a young child, status as a nursing mother, status as a foster parent, genetic information, or sexual orientation, as those terms are defined in Ohio law, federal law, and previous Executive Orders.

In accordance with Executive Order 2022-06D, the University adopts and applies the International Holocaust Remembrance Alliance definition of antisemitism in determining whether there has been a violation of any policy or regulation prohibiting discriminatory acts.

1280.3 Reporting

University employees who know that a violation of this Policy has occurred are required to report it, unless they are legally prohibited from doing so (e.g. when the knowledge was acquired through a legally privileged communication that the employee cannot waive). Employees and others who suspect that a violation may have occurred are encouraged to report it.

Reports filed through the University’s EthicsPoint system, or the University’s Department of Public Safety Dispatch Center, will receive the most immediate response:

Reports may also be filed with the following offices:

Filing a report with the University does not preclude or limit one’s right to file a report or complaint with any governmental agency with jurisdiction over such matters, including without limitation the Equal Employment Opportunity Commission, the Ohio Civil Rights Commission, and/or the U.S. Department of Education’s Office for Civil Rights.

1280.4 Response

Reports will be forwarded to the Vice President for Compliance and Chief Enterprise Risk Officer (the “Compliance Officer”), or their delegate, for further action. The Compliance Officer is authorized to adopt procedures to discharge their responsibilities under this Policy and to enforce it.

Responses may include informal inquiries or formal investigations. The Compliance Officer will forward the results of any inquiry or investigation to the appropriate University official for further action, potentially including disciplinary action or other corrective measures.

1280.5 Violations

A violation of this Policy may result in disciplinary action up to and including dismissal (for students) or termination of employment (for employees). Violations of this Policy by University contractors may result in termination of the contractor’s affiliation with the University.

Persons and organizations that violate this Policy may also be subject to the authority of non-University authorities.


As of December 1, 2023, the current list of legally protected statuses are set forth in Governor Mike DeWine's Executive Order No. 2023-01D (URL) (PDF), and incorporating the International Holocaust Remembrance Alliance definintion of anti-Semitism pursuant to Governor DeWine's Executive Order No. 2022-06D (URL) (PDF). Executive Orders can be enacted, amended, or rescinded without notice by the Governor. Users should confirm that these authorities are still correct and current before relying on them for official University business. Employees may consult with the Office of General Counsel regarding currency.