b. Training on the Prevention of Unlawful Discrimination and Harassment Each institution shall provide ongoing training on the prevention of unlawful discrimination and harassment and shall designate a person(s) or office to be responsible for such training. Institutions must provide new students and new employees primary prevention and awareness training that promotes awareness of rape, domestic violence, dating violence, sexual assault and stalking as defined in this policy. The training must address safe and positive options for bystander intervention to prevent harm, including how to intervene in risky situations; the recognition of abusive behavior; and how to avoid potential attacks. Within six (6) months after an employee is initially appointed to NSHE, the employee shall receive training regarding the prevention of unlawful discrimination and harassment, including primary prevention and awareness training. At least once every two years after the appointment, an employee shall receive training concerning the prevention of unlawful discrimination and harassment. Incoming freshmen and transfer students within their first semester of enrollment shall receive training regarding the prevention of unlawful discrimination and harassment, including primary prevention and awareness training. See also Special Training with Regard to Sexual Violence in Subsection C below. c. Annual Policy Review No later than the end of each academic calendar year, each institution’s Title IX Coordinator shall review and provide to NSHE suggestions for changes to this policy. NSHE shall review and consider the suggested changes and propose policy revisions to the Board of Regents, as appropriate, at the last regular Board meeting of the fiscal year. 3. Discriminatory Acts It is illegal to discriminate on the basis of age (40 or older), disability (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race (including hair texture and protected hairstyles such as natural hairstyles, afros, bantu knots, curls, braids, locks and twists), color, or religion in any aspect of employment or education, such as: • Application, hiring, background checks, discipline, and firing; • compensation, assignment, or classification of employees; • transfer, promotion, layoff, or recall; • job advertisements; • recruitment; • testing; • grading; • acceptance or participation in an academic program or school activity; • use of employer’s facilities; • training programs; • fringe benefits; • pay, retirement plans, and disability accommodations or leave; or • other terms and conditions of employment. 16
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