Discrimination and Harassment

Office of Institutional Equity (formerly Office of Discrimination and Harassment)

The office investigates allegations of discrimination, harassment and related retaliation based upon an individual’s Protected Class.  This office does not have the authority to impose discipline. The appointing authority is the disciplinary authority for an employee respondent. The Office of the Dean of Students is the disciplinary authority for student respondents (719-255-3091).

For the UCCS campus, the OIE Officers are appointed by the Chancellor.  All allegations of harassment or discrimination by faculty, staff or students are investigated by the Office of Insitutional Equity.  The Officers may appoint an investigator to conduct the investigations.  Contact the Office of Institutional Equity to schedule an appointment at 719-255-4324 or by email at equity@uccs.edu. The Office of Institutional Equity is located in the Academic Office Building in Room 528 and 530.

OIE Policies and Procedures

UCCS Discrimination & Harassment Policy (300-017)



UCCS Department of Public Safety: https://www.uccs.edu/~pusafety/


University of Colorado Regent Policy:

APS 5014- Sexual Harassment Policy

Policy 10A: Discrimination/Affirmative Action–General Policy Statement and Long-Range Goals

Policy 10B: No Affiliation With Discriminatory Organizations

Policy 10C: Social Organizations that Discriminate Placed on Probation

Policy 10D: No Discrimination in Intercollegiate Athletics




Outside Employment

From the State Personnel System Employee Handbook (PDF):

I.D.4: Outside Employment

It is expected that your state job will be your principal employment. Outside employment, either with another state department or an employer other than the state, or other activity (business transactions or ownership, volunteer positions, etc.) that is or could be perceived as incompatible with the duties and responsibilities of your state position is prohibited. You must get advance written approval from your appointing authority before engaging in outside employment. Failure to obtain approval before beginning outside employment may result in corrective or disciplinary action.

Primary Contact: Human Resources, 719-255-3372 or hrinfo@uccs.edu

Outside Employment, Request for Approval (Classified and University Staff)

Outside Employment, Request for Approval of Additional Remuneration (for full time faculty in accordance with the One-Sixth Rule)

Conflict of Interest


A Conflict of Interest (COI) can arise when an employee pursues personal interests that compete with the interests of the university. An employee is motivated to make decisions and take actions that are affected by bias and personal considerations.

Conflicts of Commitment arise when an employee fails to accord the university professional loyalty and engages in outside activities which conflict with his/her professional commitments to the university.

COI Policies are an important set of codes of ethics or standards of conduct for employees. These policies prohibit conflicts of interest unless the conflicts are waived and may also prohibit conflicts of commitment.

Employees must understand the procedures for identifying, disclosing and managing potential conflicts to help avoid and eliminate them.

Below, you will find links to campus, state and federal policies related to COI, as well as disclosure procedures and management templates.


 Conflict of Interest and Nepotism (300-006)

The thrust of the two policies is that while there is no prohibition against relatives working in the same department or unit, an employee may not appoint, nor participate in the decision-making process to appoint, a relative to a position within the University. The decision on the appointment must be made by someone other than the relative. Once such an appointment has been made, subsequent decisions on the salary, promotion, and all perquisites and benefits of the employee must be made by someone other than the relative, even though the relative may be the supervisor to whom the employee reports.

Responsible Party: Human Resources Compliance- Cindy Rhoads, 719-255-3628 or crhoads@uccs.edu



  • Annual Disclosures must be completed by all employees. Faculty annually renew their disclosure in October.  Staff, both classified and exempt professionals, annually renew their disclosure in March.
  • New employees, including new student employees,  must complete the disclosure process within 60 days of hire, and then annually according to the published schedule.
  • Access the online disclosure form here.



For COI-related forms, please visit the HR Forms & Templates website.



University of Colorado Regent Policies:

  • Conflict of Interest and Commitment: Facilitates implementation of the general conflict of interest policy adopted by the Board of Regents on 04/26/1975 (see IV-C), outlines the university’s approach to identifying, evaluating and managing potential conflicts of interest and commitment issues for all employees and the institution, assists in carrying out the shared responsibility of addressing conflict of interest and commitment issues, and provides institutional guidelines for the campuses to follow in developing more detailed procedures that minimize potential conflict situations.


  • Amendment 41: Standards of Conduct in Government: Among other things, the Amendment prohibits certain public officials, including university employees, from receiving gifts of money or items worth more than $50, subject to several important exceptions.



Alternate Work Schedules/Locations

Alternate Work Schedules/Locations (300-004)

The University of Colorado at Colorado Springs is committed to working smarter and providing efficient and effective services to our students, staff and the public. This includes recognizing our employees’ need for a work/life balance, and our commitment to improving morale, productivity and retention, job satisfaction and job ownership in a highly competitive work environment.

Appeals Procedure for University Staff

Appeals Procedure for University Staff (300-002)

The University recognizes that in any employee group, personnel problems will occasionally arise. It is usually in the best interest of both the University and the employee to resolve such problems as soon as possible at the lowest possible administrative level. In order that employees may be assured fairness in the consideration of such problems(s), a process of appeal, without prejudice, to higher levels of authority is hereby established. Employee problems or concerns regarding University rules or regulations, working conditions, personnel practices, salary inequities, and the application of personnel policies should be addressed in the following manner.