The federal Age Discrimination in Employment Act of 1967 (ADEA), as amended, prohibits age-related discrimination by employers with 20 or more employees against persons 40 years of age or older. This means age cannot be the basis for different, adverse treatment of an employee, as compared to other similarly situated individuals, with respect to any term or condition of employment. Nor can age be the basis for employment decisions concerning, without limitation, recruitment, hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training. Rather, employment decisions are to be based on the individual person’s skills and abilities, irrespective of age. Required or preferred qualifications identified in job postings should be stated in age-neutral terms (e.g., avoiding terms like “recent graduate” that suggests a desired age group) that objectively describe the level of education/training and years of experience, if any, required for the job. Georgia state law similarly prohibits age discrimination by any employer against persons who are age 40 to 70 years old. Georgia state law also prohibits age discrimination by public employers (like state agencies and local governments) against persons of any age. 

The federal Age Discrimination Act of 1975 generally prohibits age discrimination against persons of any age in all programs or activities that receive federal financial assistance. 

Consistent with the foregoing laws, the Georgia Tech Nondiscrimination and Anti-Harassment Policy (“NDAH Policy”), prohibits age-related discrimination or harassment in either employment or education against persons of any age. 

Age-related discrimination is defined by the NDAH Policy as subjecting an individual or group to adverse action on the basis of age. Age-related discriminatory harassment is defined by the NDAH policy as unwelcome verbal, non-verbal, or physical conduct directed against any person or group, based upon age, that is so severe, or pervasive, as to unreasonably interfere with or limit an individual’s employment or educational opportunities. 

Age-related harassment can include conduct or remarks based on stereotypes about age. For example, older workers are over-qualified, under-qualified, likely to retire soon, require more time off, are less responsive to supervision than younger individuals, or are unable to learn and use new procedures and new technologies. 

If you have knowledge of or believe you have experienced age-related discrimination or harassment, please contact the Equal Opportunity and Compliance Office at eoc@gatech.edu. 

The passage of the federal Americans with Disabilities Act (ADA) of 1990, as amended in 2008, has brought increased attention to the rights of persons with disabilities. The ADA and other related federal laws — including, without limitation, Sections 504 and 508 of the Rehabilitation Act of 1973 and the Workforce Investment Act of 1998 — prohibit discrimination against qualified individuals with disabilities as students, job applicants, employees, and users of public accommodations and services at Georgia Tech. These laws also require that Georgia Tech programs, services and activities, when viewed in their entirety, be readily accessible to and usable by qualified individuals with disabilities and require that Georgia Tech make reasonable modifications in its policies, practices, and procedures to give equal access to qualified individuals with disabilities. 

The Georgia Tech Nondiscrimination and Anti-Harassment Policy (“NDAH Policy”) likewise prohibits discrimination and harassment within the Georgia Tech Community on the basis of disability.  

An individual with a disability is a person who: 

To be qualified, an individual with a disability must meet the basic skill, education, training, or other eligibility requirements of the relevant job or academic program and must be able to perform the essential functions of the relevant job or academic program, either with or without reasonable accommodation. In other words, employment or academic standards are not lowered for individuals with disabilities. 

Some examples of reasonable accommodations include, but are not limited to: 

If you have knowledge of or believe you have experienced discrimination or harassment based on a disability, please contact the Equal Opportunity and Compliance Office at eoc@gatech.edu.  

“Equal opportunity and decisions based on merit are fundamental values of the University System of Georgia (USG). The Board of Regents prohibits discrimination on the basis of an individual’s age, color, disability, genetic information, national origin, race, religion, sex, or veteran status (“protected status”). No individual shall be excluded from participation in, denied the benefits of, or otherwise subjected to unlawful discrimination, harassment, or retaliation under, any USG program or activity because of the individual’s protected status; nor shall any individual be given preferential treatment because of the individual’s protected status, except that preferential treatment may be given on the basis of veteran status when appropriate under federal or state law. 

All employment processes and decisions, including but not limited to hiring, promotion, and tenure, shall be free of ideological tests, affirmations, and oaths, including diversity statements. The basis and determining factor for all such decisions should be that the individual possesses the requisite knowledge, skills, and abilities associated with the role, and is believed to have the ability to successfully perform the essential functions, responsibilities, and duties associated with the position for which the individual is being considered. At the core of any such decision is ensuring the institution’s ability to achieve its mission and strategic priorities in support of student success.” 
-USG Board of Regents Policy 8.2.1 – Equal Employment Opportunity 

“Equal opportunity and decisions based on merit are fundamental values of the University System of Georgia (USG). The Board of Regents prohibits discrimination on the basis of an individual’s age, color, disability, genetic information, national origin, race, religion, sex, or veteran status (“protected status”). No individual shall be excluded from participation in, denied the benefits of, or otherwise subjected to unlawful discrimination, harassment, or retaliation under, any USG program or activity because of the individual’s protected status; nor shall any individual be given preferential treatment because of the individual’s protected status, except that preferential treatment may be given on the basis of veteran status when appropriate under federal or state law.” 
-USG Board of Regents Policy 6.6 – Non-Discrimination and Anti-Harassment 

Georgia Tech is an international employer and educational institution whose diversity strengthens its educational, research and public service programs. Georgia Tech also receives contracts and grants from state and federal agencies which stipulate that a recipient must provide equal opportunity to its faculty, students, and staff. Consistent with federal and state law and Board of Regents and University policy, Georgia Tech is committed to the concepts of equal opportunity. The University is further committed to maintaining a fair and respectful environment for living, work and study, while also safeguarding the constitutional rights of free speech and academic freedom. 

The Georgia Tech Office of Equal Opportunity and Compliance is responsible for implementing and enforcing these principles, which are codified in the Georgia Tech Nondiscrimination, and Anti-Harassment Policy (“NDAH Policy”).  

As an international institution, Georgia Tech welcomes and values its many students and employees who represent a wide variety of national origins. The research and teaching missions of Georgia Tech are supported by the many international scholars, faculty, and staff who come to Atlanta from around the world. 

Federal law, including Title VI of the federal 1964 Civil Rights Act, prohibits denying any individual equal employment opportunity because of birthplace, ancestry, or cultural or linguistic characteristics common to a specific ethnic group or national origin. Georgia state law likewise prohibits employment discrimination based on national origin. The Georgia Tech Nondiscrimination and Anti-Harassment Policy (“NDAH Policy”) further prohibits discrimination on the basis of ethnicity or national origin employment or education. Discriminatory behavior based on ethnicity or national origin often, but not necessarily, also involves improper considerations of race or color. 

The NDAH Policy’s prohibition on ethnicity and national origin discrimination includes, without limitation, making employment or educational decisions — or subjecting an individual to different treatment compared to other similarly-situated persons in the educational or employment context — based on: the individual’s marriage to or association with persons of a particular ethnic group or national origin; participation in organizations, schools, churches, temples, or mosques generally associated with a particular ethnic group or national origin; or surnames associated with a particular ethnicity or national origin. 

Please note that Georgia Tech is required by law to verify that all of its employees are legally authorized to work in the United States by the time of their start date and that all its students are lawfully present in the United States. However, neither national origin nor citizenship status is a legitimate criterion for employment or educational decision at Georgia Tech. Hiring authorities and admissions personnel should not make judgments or assumptions about foreign-looking or foreign-sounding applicants, but only require that all entering or current employees provide proof of their authorization to work in the United States and that all students provide proof of their lawful presence in the United States. For further information and assistance, please contact the Georgia Tech Office of International Education (OIE), International Student and Scholar Services at info@oie.gatech.edu. 

Harassment on the basis of ethnicity or national origin is also prohibited. As defined by the NDAH Policy, such harassment consists of unwelcome verbal or physical conduct based on ethnicity or national origin when the conduct is sufficiently severe, persistent, or pervasive to: 

If you have knowledge of or believe you have experienced discrimination or harassment based on ethnicity or national origin, please contact the Equal Opportunity and Compliance Office at eoc@gatech.edu.  

The federal Genetic Information Nondiscrimination Act (GINA) of 2008 protects an individual from being treated unfairly because of differences in their DNA that may affect the individual’s health. GINA specifically prohibits the use of an individual’s genetic information — including family medical history — when making hiring, firing, job placement, or promotion decisions. It also prohibits group health plans and health insurers from denying coverage to a healthy individual or charging that person higher premiums based solely on a genetic predisposition to developing a disease in the future. 

The Georgia Tech Nondiscrimination and Anti-Harassment Policy (“NDAH Policy”) likewise prohibits discriminatory decision-making; different, adverse treatment compared to other similarly-situated individuals; or harassment when any of the foregoing conduct is based on genetic information. 

Those employees who must promptly and fully report complaints of or information regarding Prohibited Conduct under the Nondiscrimination and Anti-Harassment Policy (“NDAH Policy”) to the Office of Equal Opportunity and Compliance. Responsible Employees include any administrator, supervisor, faculty member, or other person in a position of authority who is not a Confidential Employee or Privileged Employee.  

Student employees who serve in a supervisory, advisory, or managerial role are in a position of authority for purposes of this Policy (e.g., teaching assistants, residential assistants, student managers, orientation leaders). 

Responsible Employees include, without limitation, the following categories of people: 

Under the NDAH Policy, Responsible Employees must report to the Office of Equal Opportunity and Compliance (“EOC”) any complaints they receive or knowledge they possess (whether direct or indirect) of discrimination or harassment, including sexual misconduct. Failure to make a report is a violation of the NDAH Policy. 

Responsible Employees who become aware of specific and credible allegations of Prohibited Conduct are required to report the suspected violations to EOC immediately by using the online reporting form at: EOC Reporting. Responsible Employees who fail to report incidents of Prohibited Conduct to EOC may be subject to disciplinary action. 

Pregnant Students: Under Title IX of the 1972 federal Education Amendments, pregnant students cannot be excluded from participating in any part of an educational program, including classes, extracurricular activities, athletics and student organizations. Reasonable modifications must be provided if necessary to allow a pregnant student to continue to participate in the educational program (e.g., different seating arrangements, more frequent restroom breaks, temporary access to elevators, etc.). Participation in any program or class specifically designed for pregnant students must be voluntary on the part of the student and the program or class must be comparable to those offered to other students. A student’s absences because of pregnancy or childbirth must be excused so long as the student’s doctor deems the absences to be medically necessary. Any special services or accommodations provided to students who have temporary medical conditions (e.g., at-home tutoring) must also be provided to a pregnant student. The student must then be allowed to return to the same academic and extracurricular status as before her pregnancy-related medical leave began, including being given the opportunity to make up any work missed. Medical certification allowing school participation may only be required of a pregnant student or student who has given birth if such certification is required for all students with physical or psychological conditions requiring the attention of a physician. 

Federal and state laws, as well as Georgia Tech’s Nondiscrimination and Anti-Harassment Policy (“NDAH Policy”), prohibit race or color discrimination in the employment and educational contexts. 

Race discrimination consists of unfair treatment of an individual or group based on characteristics traditionally associated with race, such as skin color, hair texture, and facial features. Race discrimination includes, without limitation, making employment or educational decisions based on race or color, or subjecting an individual to different, adverse treatment compared to other similarly situated persons in the educational or employment context based on assumptions, biases, or judgments concerning race or color. 

Harassment on the basis of race or color is also a form of prohibited discrimination. As defined by the Institute’s NDAH Policy, such harassment consists of unwelcome verbal or physical conduct based on race or color when the conduct is sufficiently severe, persistent or pervasive to: 

If you have knowledge of or believe you have experienced discrimination or harassment based on race, please contact the Equal Opportunity and Compliance Office at eoc@gatech.edu.  

Georgia Tech faculty, instructors, administrators, supervisors and all other employees (including student employees) who are Responsible Employees must report to the Office of Equal Opportunity and Compliance any complaints they receive or knowledge they possess (whether direct or indirect) of discrimination or harassment based on race or color. Failure to make a report is a violation of the NDAH Policy. 

Federal law — including the First Amendment of the United States’ Constitution and Title VII of the Civil Rights Act of 1964 — Georgia state law, and the Georgia Tech Nondiscrimination and Anti-Harassment Policy (“NDAH Policy”) prohibit discrimination and harassment in the work and/or educational environment on the basis of religion or creed. This protection applies to all religious and spiritual observances, practices, and sincerely held beliefs. 

Religious discrimination includes, without limitation, making employment or educational decisions — or subjecting an individual to different treatment compared to other similarly-situated persons in the educational or employment context — based on assumptions, biases, or judgments about the individual’s religion or creed. 

Harassment on the basis of religion or creed is also a form of prohibited discrimination. As defined by the Institute’s NDAH Policy, such harassment consists of unwelcome verbal or physical conduct based on religion or creed when the conduct is sufficiently severe, persistent, or pervasive to: 

If you have knowledge of or believe you have experienced discrimination or harassment based on religion, please contact the Equal Opportunity and Compliance Office at eoc@gatech.edu.  

Georgia Tech faculty, instructors, administrators, supervisors, and all other employees (including student employees) who are Responsible Employees must report to the Office of Equal Opportunity and Compliance any complaints they receive or knowledge they possess (whether direct or indirect) of discrimination or harassment based on race or color. Failure to make a report is a violation of the NDAH Policy. 

Georgia Tech is required to accommodate students’ and employees’ observances or practices related to sincerely-held religious beliefs, unless the accommodation would impose an undue hardship on the work or business of the Institute.  

As a public entity, Georgia Tech cannot be in a position of supporting, or appearing to support, one religion or spiritual practice over another. 

Before scheduling events or exams, Georgia Tech faculty and staff are encouraged to consult the Interfaith Calendar for holidays and religious observance days. 

Student absences due to religious holidays are addressed by the Institute’s Religious Holidays Attendance Policy. 

Institute employees requiring religious accommodation should notify their supervisor and the Office of Equal Opportunity and Compliance so that arrangements can be made. 

If you have knowledge of or believe you have been denied a religious accommodation, please contact the Office of Equal Opportunity and Compliance at eoc@gatech.edu.  

Federal law requires that Georgia Tech accommodate individuals with disabilities who require the use of a service animal. This includes allowing such individuals to be accompanied by their service animals in all areas of Georgia Tech where the public is normally allowed to go. 

Federal law defines “service animal” as “any dog that is individually trained to do work or perform tasks for the benefit of an individual with a disability, including a physical, sensory, psychiatric, intellectual, or other mental disability.” 

The work or tasks performed by a service animal must be directly related to the disabled individual’s disability. Examples of work or tasks performed by service animals include, but are not limited to: 

Georgia state law also extends the right to equal public accommodation to dogs in training to be service animals. 

Sex discrimination in education and employment at Georgia Tech, including sexual harassment and pregnancy, is prohibited by various federal and state laws including, without limitation: 

If you have knowledge of or believe you have experienced discrimination or harassment based on sexual orientation, please contact the Office of Equal Opportunity and Compliance (EOC) at eoc@gatech.edu or 404.317.2270.  

Responsible Employees must report to the EOC any complaints they receive or knowledge they possess (whether direct or indirect) of discrimination or harassment based on sexual orientation. Failure to make a report is a separate violation of the NDAH Policy. 

Georgia Tech is committed to providing equal educational opportunities to all students who qualify for admission and offers qualifying students with disabilities a variety of services and accommodations to ensure that both facilities and programs are accessible. The Georgia Tech Office of Disability Services (ODS) exists to assist students with requesting and coordinating reasonable accommodations and to connect students with the appropriate resources and supports to ensure a welcoming and accessible educational experience. This includes orientation and campus visits. 

Students who know or suspect that they may have a disability are encouraged to contact ODS at Phone: 404.894.2563; 404.894.1664 TTY 
Email: dsinfo@gatech.edu 

Georgia Tech faculty, instructors, administrators, supervisors, and all other employees (including student employees) who are Responsible Employees must report to the Office of Equal Opportunity and Compliance any complaints they receive or knowledge they possess (whether direct or indirect) of discrimination or harassment based on veteran status. Failure to make a report is a violation of the NDAH Policy.