Equal Opportunity and Accommodations

Equal treatment

NMU prohibits discrimination based on race, color, ethnicity, national origin, religion, sex, pregnancy or related conditions, sexual orientation, gender identity, age, disability, marital status, veteran status, genetic information, or another protected characteristic. These university protections apply to employees and contractors.

Harassment is prohibited in video meetings, messages, teaching platforms, social media, and other interactions connected with university work. No one may use appointment decisions, academic authority, or access to university opportunities to demand sexual or personal favors.

Requesting an accommodation

Contact hr@newmeridianuniversity.org, your supervisor, or the recruitment contact. You may make the request orally or in writing, and an authorized representative may assist.

Requests may concern disability, religious practice, pregnancy or related conditions, lactation, or another need requiring consideration. Describe the task or application activity affected, the difficulty, and when an adjustment is needed. You can suggest an adjustment, but you do not need to identify the solution before asking.

Response and review times

HR acknowledges requests within two business days, sooner when the need is urgent. At the initial review, HR explains the next steps and expected decision and implementation dates.

If a date cannot be met, HR explains the delay, gives revised dates, and discusses temporary measures. Updates are provided at least every five business days until the request is resolved and the adjustment is implemented.

For an urgent barrier or an unexplained delay, request immediate escalation to the President. If the President is involved, use the independent governing-authority contact.

Documentation and privacy

Ask HR for secure submission instructions before sending medical information. Documentation is requested only when necessary and permitted; routine medical certification is not required for every request. Do not send complete medical histories, genetic information, or unnecessary medical details.

Medical records are kept separately from ordinary personnel files. Supervisors receive the information needed to implement an adjustment, rather than the underlying medical details.

Lactation arrangements address breaks and privacy while working remotely. You may turn off cameras and microphones while expressing milk. NMU does not observe or record the activity or require home inspections, photographs, or routine medical certification to verify it.

Decisions and follow-up

HR provides a written decision identifying the adjustment, who will implement it, the start date, and any duration or review arrangements. A denial or alternative must explain its basis.

Contact HR if the adjustment is not working or your circumstances change. You may request an independent review without confronting an implicated decision-maker. Asking for review does not itself cancel an approved accommodation.

Requests involving a conflict with HR may go directly to the President. Matters involving the President go to the governing authority for independent handling.

Reporting discrimination or harassment

Report concerns to hr@newmeridianuniversity.org, a supervisor, or the Office of Ethical Compliance. You do not have to confront the person involved or attempt an informal resolution first. Concerns involving HR or Ethical Compliance may go directly to the President. Concerns involving the President go to the governing authority.

The Nondiscrimination, Harassment, and Fair Treatment policy (PDF) explains the university’s standards. Employment Policies and Resources provides information about concern and appeal forms.

See Workplace Concerns and Appeals for review deadlines and appeal instructions.

Retaliation for requesting an accommodation, reporting a concern, assisting another person, or participating in a review is prohibited. Internal procedures do not prevent external reporting or pause external filing deadlines.