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East Carolina University is committed to equality of opportunity and nondiscrimination in employment practices and educational programs and activities. ECU’s Notice of Nondiscrimination Policy (“Policy”) prohibits unlawful discrimination and harassment based on the following protected classes: race/ethnicity, color, genetic information, national origin, religion, sex, sexual orientation, gender identity, age, disability, political affiliation, and veteran status (including relationship or association with a protected veteran; or active duty or National Guard service) (“Protected Class”).
This Policy also prohibits unlawful retaliation, as defined in the Policy, against an individual for using applicable policies in good faith. Retaliation interferes with free expression, inhibits openness that is important to the University, and violates University policy.
This Policy covers admission, readmission, access to, treatment and employment in University programs and activities, including, but not limited to, academic admissions, financial aid, any services, and employment. This Policy applies to students, applicants, employees, visitors, volunteers and other third parties under circumstances within the University’s control.
This Policy applies to all unlawful discrimination, harassment, and related retaliation as described in the Policy that occurs either on ECU property or off ECU property.
The full text of this Policy, including any future updates, will be available at https://policy.ecu.edu/05/25/02 and supercedes all other expressions of nondiscrimination provisions pertaining to all University programs and activities and the complaint resolution procedures administered by the Equal Opportunity and Title IX Unit in the Department for People Operations, Success, and Opportunity (POSO) published in any other documents, handbooks, or manuals.
The University will recruit, hire, train and promote persons in all job titles and ensure that all other personnel matters and any other term, condition, or privilege of employment will continue to be administered in accordance with this Policy and without regard to university protected classes listed in the Notice of Nondiscrimination Policy. The University will ensure that all employment decisions are based only on valid job requirements.
In doing so, the University will take affirmative action to employ and advance in employment qualified employees and applicants who are protected veterans and individuals with disabilities at all levels of employment.
Consistent with ECU’s commitments and obligations to nondiscrimination, the University accommodates:
- students, employees, applicants, and visitors who are individuals with disabilities, as outlined in the ADA Compliance and Reasonable Accommodations for Students, Employees, Applicants and Visitors Regulation
Contact information
For employees: Department for People Operations, Success, and Opportunity, ADA Coordinator, Building 127, (252) 737-1018, ADA-Coordinator@ecu.edu
For students: Disability Support Services, Mendenhall 109, (252) 737-1016, DSSdept@ecu.edu
- the religious observances and practices of students, employees, and applicants for employment, as outlined in the Religious Accommodations Regulation​
Contact information
For employees: Director of Employee Relations, Building 127, (252) 328-9844 or Director of Equal Opportunity and Title IX, Old Cafeteria Building G-502, (252) 328-6804, EOIX@ecu.edu
For students: Dean of Students Office, Umstead Hall 125, (252) 328-9297, DoS@ecu.edu
Contact information
For employees:
Director of Benefits, Building 127, (252) 328-9825, leave@ecu.edu
Director of Employee Relations, Building 127, (252) 328-9844
ADA Coordinator, Building 127, (252) 737-1018, ADA-Coordinator@ecu.edu
Members of the university community who have concerns about the adequacy of accommodations or wishing to file a complaint may contact the Equal Opportunity and Title IX staff in the Department for People Operations, Success, and Opportunity by phone, 252-328-6804, or by email, EOIX@ecu.edu.
ECU is required by Title IX of the Education Amendments of 1972 not to discriminate on the basis of sex in its education programs and activities which includes, but is not limited to, admission and employment.
Questions regarding Title IX may be addressed to the Title IX Coordinator, in the Department for People Operations, Success, and Opportunity and/or to the US Department of Education’s Office for Civil Rights.
The Title IX Coordinator may be reached in the Department for People Operations, Success, and Opportunity (Building 283, 252-328-6804; https://titleix.ecu.edu/contact-us/title-ix-coordinator).
Additional information regarding the university’s obligations and procedures for responding to conduct prohibited by Title IX may be found in university regulations (specifically, the Title IX Compliance and Resolution Regulation: https://policy.ecu.edu/05/25/03 and the University Regulation on Reports of Prohibited Interpersonal Violence and Related Misconduct: https://policy.ecu.edu/05/25/04).
Any individual alleging discrimination, harassment and/or related retaliation, as defined in the Notice of Nondiscrimination Policy, based on any of the following protected classes: race/ethnicity, color, genetic information, national origin, religion, sex, sexual orientation, gender identity, age, disability, political affiliation and veteran status (including relationship or association with a protected veteran; or active duty or National Guard service) should contact the Equal Opportunity and Title IX staff in the Department for People Operations, Success, and Opportunity to file a complaint.
For any questions related to this Policy, contact the Equal Opportunity and Title IX staff in the Department for People Operations, Success, and Opportunity (Suite G-502 Old Cafeteria Building, 252-328-6804, https://humanresources.ecu.edu/equal-opportunity-and-title-ix-concerns-complaints/) who will consult with and answer questions from individuals about specific procedural matters upon request.
Patent and Copyright Policies
The patent and copyright policies of the University of North Carolina and East Carolina University apply to all employees and students, including but not limited to ECU faculty, staff, professional employees, postdoctoral scholars, and undergraduate and graduate students. These policies relate to ownership, disposition and management of intellectual property rights (such as patents and copyrights).
To learn more about the patent policy go to www.ecu.edu/PRR/10/40/01. To learn more about the copyright policy go to https://policy.ecu.edu/10/40/02. For any questions related to these policies, contact the Office of Licensing and Commercialization (252-328-9549; https://rede.ecu.edu/innovation/).
The Policy on Interpersonal Relationships among Faculty, Staff and Students applies to all institutions across the UNC System, including ECU. That Policy prohibits certain interpersonal relationships that may unduly affect the academic career of students or the employment of faculty, staff, or students. Conduct prohibited by this Policy includes but is not limited to:
- University employees are prohibited from evaluating or supervising, either directly or indirectly, any enrolled student with whom they have or had a romantic relationship or any enrolled student who is a related person as defined by the Policy.
- University employees are prohibited from engaging in a romantic relationship with any enrolled student, other than his or her spouse, who is a minor under the age of eighteen.
- An employee may not supervise, evaluate, or have authority for employment decisions over a person with whom they have or had a romantic relationship or who is a related person as defined by the Policy. The prohibited conduct applicable to related persons shall continue after the termination of the relationship (e.g., divorce) until such time it is determined there is no effect upon, or perception of, impartiality.
- Additional information, including relevant definitions, may be found in the Policy .
For any questions related to this Policy, contact the Department for People Operations, Success, and Opportunity; 252-328-9847.
East Carolina University (ECU or the University) is dedicated to the pursuit and dissemination of knowledge and, as such, expects all members of the academic community to behave in a manner conducive to that end.
The highest standards of personal and professional conduct must be maintained by faculty, staff, and students. Illegal or abusive use of alcohol and other drugs, referred to in this policy as substance use, by members of the university community adversely affects the mission of the university and is prohibited.
For example, pursuant to other applicable university policies and regulations, students accused of felony drug violations may lose their right to remain in campus residence halls, and employees with certain job functions may be subject to reasonable suspicion drug and alcohol testing.
Accordingly, the East Carolina University Board of Trustees adopts the following policy, consistent with The UNC Board of Governors’ Policy on Illegal Drugs. The policy is intended to accomplish the following:
- Prevent the misuse of substances through a strong educational effort;
- Encourage and facilitate the use of counseling services and rehabilitation programs by those members of the academic community who require assistance in ceasing substance misuse or substance use disorder related behavior; and
- Discipline appropriately those members of the academic community who engage in illegal drug or alcohol-related behavior.
In keeping with its primary mission of education, East Carolina University will conduct a strong educational program aimed at preventing substance misuse and illegal drug or alcohol use.
Educational efforts shall be directed toward all members of the academic community and will include information about the incompatibility of the use or sale of illegal substances with the goals of East Carolina University; the health hazards associated with illegal drug or alcohol use; the incompatibility of substance use with the maximum achievement of educational, career, and other personal goals; the medical implications and health risks associated with alcohol and illegal drug use and the potential legal consequences of involvement with illegal drugs or alcohol. Refer to studentaffairs.ecu.edu/daapp/ for more details.
Those faculty, staff, or students who seek assistance with a substance-related concern shall be provided with information about drug counseling and rehabilitation services available through East Carolina University as well as through community organizations. Those who voluntarily avail themselves of university services shall be assured that applicable professional standards of confidentiality will be observed.
For students who may experience an alcohol or substance use concern while enrolled at the University, counseling is available. Students may call the Center for Counseling and Student Development at (252) 328-6661 for services and referrals.
For employees who may experience an alcohol or substance use concern while employed at the University, the University’s Employee Assistance Program (EAP) is available. Employees may call the Department of People Operations, Success, and Operations (POSO) or the Benefits Unit at (252) 328-9825 for more information regarding EAP.
Students, faculty members, administrators, and other employees are responsible, as citizens, for knowing about and complying with the provisions of North Carolina law that make it a crime to possess, sell, deliver, or manufacture those drugs designated collectively as “controlled substances” in Article 5 of Chapter 90 of the North Carolina General Statutes.
It is expected that East Carolina University students, faculty members, administrators, and other employees who use or possess alcoholic beverages will do so as legally prescribed by the laws of the State of North Carolina, within the regulations of East Carolina University, and in a manner which does not disrupt the lives of others. A person whose conduct is outside these parameters may be subject to the judicial rules and procedures of the university.
It is not “double jeopardy” for both the civil authorities and the university to proceed against and discipline a person for the same specified conduct. The university will initiate its own disciplinary proceedings against a student, faculty member, administrator, or other employee when the alleged conduct is deemed to affect the interests of the university.
Penalties will be imposed by the university in accordance with procedural safeguards applicable to disciplinary actions against students, faculty members, administrators, and other employees, as required by Sections V and VI of Appendix D of the East Carolina University Faculty Manual, by board of governors’ policies applicable to the employees exempt from the State Personnel Act, by the East Carolina University Student Judicial System, and by regulations of the State Personnel Commission
The penalties to be imposed by the university will vary depending upon the nature and seriousness of the offense and may include a range of disciplinary actions, including written warnings with probationary status to expulsions from enrollment and discharges from employment.
Please see sections 4.3.1, 4.3.2, 4.3.3 of Illegal Drugs and Substance Use Policy REG 05.20.10 for complete details.
The University may also refer matters to law enforcement for prosecution.
A student, faculty member, administrator or other employee found to have violated applicable law or university policies concerning illegal drugs or substance use may be required to participate in a drug education and counseling program, consent to regular drug testing, and accept such other conditions and restrictions, including a program of community service, as the chancellor or the chancellor’s designee deems appropriate. Refusal or failure to abide by such conditions and restrictions may result in additional disciplinary action, up to and including expulsion from enrollment and discharge (or other separation) from employment.
When a student, faculty member, administrator, or other employee has been charged by the university with a violation of policies concerning illegal drugs or alcohol, in accordance with the Student Code of Conduct or the policies/regulations that apply to that particular employee, they may be suspended from enrollment or removed from work before initiation or completion of regular disciplinary proceedings if, assuming the truth of the charges, the chancellor or, the chancellor’s designee, concludes that the person’s continued presence within the university community would constitute a clear and immediate danger to the health or welfare of other members of the university community.
If such a suspension or removal from work is imposed on an employee, it is with full pay until the time of an appropriate opportunity to be heard on the alleged charges against the suspended person, which shall be held as promptly as possible thereafter.
In the case of employees, anyone convicted of a criminal drug statute violation shall notify the university no later than five (5) business days after such conviction. The university should commence with appropriate disciplinary action proceedings against such an individual within thirty business (30) days of notice of conviction.
Failure to notify the university by employees may result in disciplinary action upon discovery by the university of said conviction.
All employees and students shall be responsible for abiding by the provisions of this policy. In the case of employees, adherence with the provisions of the policy shall be a condition of employment.
Students and employees are encouraged to report concerning behaviors at cm.maxient.com/reporting.php?EastCarolinaUniv. This will provide access to essential resources.
Pursuant to the authority vested by the Chancellor, the University Well-Being Collective is responsible for consultations relating to this policy. The chancellor will render a Biannual Review Report to the Board of Trustees on the effectiveness of this policy which is consistent with the Biennial Review Report.
As required by the Drug-Free Workplace Act of 1988, the Drug Free Schools and Communities Act Amendments of 1989 and applicable UNC System policy, the University Well-Being Collective will conduct a Biennial Review of the effectiveness of its educational programs regarding illegal drugs and the consistency of its sanctioning enforcement and maintain the results of these reviews.
This Biennial Review Report will be presented to the Chancellor and Vice Chancellor of Students Affairs, biennially for review. The Biennial Review Report will be accessible online along with the most up to date version of the University’s Drug and Alcohol Abuse Prevention Program (DAAPP).
The Drug Abuse and Alcohol Prevention Plan (DAAPP) is made available at new employee orientation and is disseminated yearly to all employees via e-mail in the fall semester. All enrolled students are sent the DAAPP for review annually via e-mail in the fall semester and newly admitted or readmitted students in the spring semester via email.
The DAAAPP is available at studentaffairs.ecu.edu/daapp/.
The University’s Title IX Compliance and Resolution Regulation and Regulation on Reports of Prohibited Interpersonal Violence and Related Misconduct prohibit Sexual Assault (hereafter defined as Rape, Sodomy, Sexual Assault with an Object, Incest, Fondling, and Statutory Rape), Dating and Domestic Violence, Stalking, and Sexual Harassment, and Sexual Exploitation (“Title IX Conduct” and/or “Related Misconduct”). These forms of Title IX Conduct and Related Misconduct may be unlawful, undermine the character and purpose of the University, and will not be tolerated.
The University adopts these Regulations with a commitment to: (1) eliminating, preventing, and addressing the effects of Title IX Conduct and Related Misconduct; (2) fostering the University’s community of trust, in which Title IX Conduct and Related Misconduct is not tolerated; (3) cultivating a climate where all individuals are well-informed and supported in reporting Title IX Conduct and Related Misconduct; (4) providing a fair and impartial process for all parties; and (5) identifying the standards by which violations of these Regulations will be evaluated and disciplinary action may be imposed.
Concerns about the university’s application of Title IX, VAWA, and the Clery Act, may be addressed to the Title IX Coordinator; the Clery Coordinator in the ECU Police Department; the United States Department of Education’s Clery Act Compliance Division (at clery@ed.gov); the United States Department of Education’s Office for Civil Rights (at OCR@ed.gov or 800-421-3481; and/or the Equal Employment Opportunity Commission (at info@eeoc.gov or 800-669-4000).
The Title IX Coordinator can be contacted by telephone, email, or in person during regular office hours: Title IX Coordinator (Building 283, 252-328-6804, https://titleix.ecu.edu/contact-us/title-ix-coordinator/).
The full text of these regulations is available at https://policy.ecu.edu/05/25/03 and https://policy.ecu.edu/05/25/04 .
- Department for People Operations, Success, and Opportunity
- employees or applicants for employment with known limitations related to, affected by, or arising out of pregnancy, childbirth, or related medical conditions, as outlined in the Employee Pregnancy and Lactation Support Regulation
- Department for People Operations, Success, and Opportunity
- It is misconduct, subject to disciplinary action, for a university employee, incident to any instructional, research, administrative, or other university employment responsibility or authority, to evaluate or supervise any enrolled student of the institution with whom he or she has an amorous relationship or to whom he or she is related by blood, law, or marriage.
- It is misconduct, subject to disciplinary action, for a university employee to engage in sexual activity with any enrolled student of the institution, other than his or her spouse, who is a minor below the age of 18 years.
- Prevent the misuse of substances through a strong educational effort;
- Encourage and facilitate the use of counseling services and rehabilitation programs by those members of the academic community who require assistance in ceasing substance misuse or substance use disorder related behavior; and
- Discipline appropriately those members of the academic community who engage in illegal drug or alcohol-related behavior.
- Trafficking in Illegal Drugs
- For the illegal manufacture, sale or delivery, or possession with intent to manufacture, sell or deliver, of any controlled substance identified in Schedule I, NC General Statutes 90-89, or Schedule II, NC General Statutes 90-90 (including, but not limited to, heroin, mescaline, lysergic acid diethylamide, opium, cocaine, amphetamine, methaqualone), any student shall be expelled and any faculty member, administrator, or other employee shall be discharged.
- For a first offense involving the illegal manufacture, sale, or delivery, or possession with intent to manufacture, sell or deliver, of any controlled substance identified in Schedules III through VI, NC General Statutes 90-91 through 90-94, (including but not limited to, marijuana, pentobarbital, codeine) the minimum penalty shall be suspension from enrollment or from employment for a period of at least one semester or its equivalent. For a second offense, any student shall be expelled and any faculty member, administrator, or other employee shall be discharged.
- Illegal Possession of Drugs
- For a first offense involving the illegal possession of any controlled substance identified in Schedule I, NC General Statutes 90-89, or Schedule II, NC General Statutes 90-90, the minimum penalty shall be suspension from enrollment or from employment for a period of at least one semester or its equivalent.
- For a first offense involving the illegal possession of any controlled substance identified in Schedules III through VI, NC General Statutes 90-91 through 90-94, the minimum penalty shall be probation, for a period to be determined on a case-by-case basis. A person on probation must agree to participate in a drug education and counseling program, consent to regular drug testing, and accept such other conditions and restrictions, including a program of community service, as the chancellor or the chancellor’s designee deems appropriate. Refusal or failure to abide by the terms of probation shall result in suspension from enrollment or from employment for any unexpired balance of the prescribed period of probation.
- For second or other subsequent offenses involving the illegal possession of controlled substances, progressively more severe penalties shall be imposed, including expulsion of students and discharge of faculty members, administrators, or other employees.
- Possession and Use of Alcohol
- For offenses involving the illegal possession, use, sale and/or distribution of alcohol in violation of NC General Statutes 18B-300 & 18B-301 & 302; 18B-1006 (a); or Greenville Ordinance No. 812-1-2, a student will be sanctioned to a progressive penalty system based on the type of infraction and the circumstances involved. Penalties may be a warning, probation, fine, volunteer community service, and/or removal from the residence system or the university.
- In certain circumstances, involvement in an alcohol education and/or counseling program may be offered to a student in lieu of being referred to the conduct board with a recommendation for suspension. Specifically, a student given this option will be required to participate in a program of assessment, education and counseling; pay an educational fee of $75 or $115 (based on sanction), and be placed on university probation.
- University employees subject to the State Personnel Act may be disciplined in accordance with the rules and regulation for personal misconduct, i.e., final written warning, which may include a three (3) day suspension without pay, or dismissal.
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East Carolina University