Know Your Rights

In addition to understanding prohibited discriminatory conduct, it is important to understand your rights as a member of the George Mason University community.

 

George Mason Policies

Read more about your rights as defined in the relevant George Mason policies:

 

Policy 1201: Non-Discrimination

The University’s Non-Discrimination Policy provides for an educational and work environment free from any discrimination on the basis of race, color, religion, ethnic national origin (including shared ancestry and/or ethnic characteristics), sex, disability, military status (including veteran status), sexual orientation, gender identity, gender expression, age, marital status, pregnancy status, genetic information, or any other characteristic protected by law.

Policy 1202: Sexual and Gender-Based Misconduct and Other Forms of Interpersonal Violence (Title IX)

Policy 1202 was established to ensure the University does not discriminate on the basis of sex or gender in any of its education or employment programs and activities. Additionally, Policy 1202 outlines Prohibited Conduct at the University, including sexual assault, sexual harassment, dating violence, domestic violence, stalking, sexual exploitation, complicity, and retaliation.

Federal and Virginia Laws

The following is a list of Federal and State laws that help define the University’s non-discrimination policies:

 

EEO is the Law Poster

Download this poster to serve as a quick reference for your group.

George Mason University Non-Discrimination Statement

George Mason is committed to providing equal opportunity and an educational and work environment free from any discrimination on the basis of race, color, religion, ethnic national origin (including shared ancestry and/or ethnic characteristics), sex, disability, military status (including veteran status), sexual orientation, gender identity, gender expression, age, marital status, pregnancy status, genetic information, or any other characteristic protected by law. George Mason shall adhere to all applicable state and federal equal opportunity/affirmative action statutes and regulations, including but not limited to: Titles VI and VII of the Civil Rights Act of 1964; Section 504 of the Rehabilitation Act of 1973; Title IX of the Education Amendments Act of 1972; and the Age Discrimination Act of 1975.

It is a violation of University policy to engage in Prohibited Discrimination or Retaliation. Prohibited Discrimination and Retaliation are prohibited regardless of the protected characteristic(s) of the Complainant or Respondent. The University will take prompt action to remedy Prohibited Discrimination and Retaliation, and to prevent its reoccurrence and remedy its effects. This may include, but is not limited to, the University reviewing allegations to determine if prohibited discrimination exists that constitutes a possible hostile environment or other violations of this Policy. The University respects the wishes of a Complainant to determine if they would like to proceed with the Office of Access, Compliance, and Community procedures related to Prohibited Discrimination. However, the Office of Access, Compliance, and Community may review allegations even if a Complainant does not desire to move forward, if a possible hostile environment exists, or other forms of Prohibited Discrimination for others in the University community may be present.

In furtherance of creating a welcoming environment, the University is dedicated to ensuring access, fairness and equity for minorities, women, individuals with disabilities, and veterans (as covered by law) in its educational programs, related activities and employment. George Mason shall thus maintain a continuing affirmative action program to identify and eliminate discriminatory practices in every phase of University operations. The Office of Access, Compliance, and Community and Human Resources shall collectively work together to produce the affirmative action plan and utilize the information contained in the plan to assist the University in achieving its goals and objectives related to creating an inclusive and welcoming environment for all.

Policy 1203: Non-Discrimination and Reasonable Accommodation on the Basis of Disability

University Policy Number 1203

Categorized: General Policies

Responsible Office: Access, Compliance, and Community

Policy Procedure:

Related Law & Policy:

I. Scope

This policy applies to all George Mason University faculty, staff, students, university contractors, and visitors.

II. Policy Statement

George Mason University is committed to providing equal access to employment and educational opportunities for persons with disabilities.  George Mason University recognizes that individuals with disabilities may need reasonable accommodations to have equally effective opportunities to participate in or benefit from university educational programs, services and activities, and to have equal employment opportunities. George Mason University shall adhere to all applicable federal and state laws, regulations, and guidelines with respect to providing reasonable accommodations as necessary to afford equal employment opportunity and equal access to programs for qualified persons with disabilities.  Retaliation, intimidation, coercion, threats, or interference with people who seek to exercise their rights, or who encourage or aid others to do so, is prohibited. Applicants for admission and students requesting reasonable accommodations for a disability should contact Disability Services at 703 993-2474. Employees and applicants for employment should contact the Office of Access, Compliance, and Community (ACC) at 703 993-8730.  Visitors and participants in non-academic programs should contact the sponsoring department or the Office of Access, Compliance, and Community at 703 993-8730.  Questions regarding reasonable accommodations and/or discrimination on the basis of disability should be directed to the ADA Coordinator in the Office of Access, Compliance, and Community.

III. Responsibilities

The Office of Access, Compliance, and Community is responsible for administering and monitoring George Mason University’s policy on non-discrimination and reasonable accommodation on the basis of disability. The Office of Access, Compliance, and Community and employing departments are jointly responsible for providing reasonable accommodations for employees.

Program units are responsible for providing accommodations for non-academic programs with the assistance of the Office of Access, Compliance, and Community.  Disability Services is responsible for determining reasonable accommodations for students. Academic departments and faculty members are responsible for providing those accommodations in cooperation with Disability Services.

Accommodation decisions made by program units or Disability Services may be appealed to the Office of Access, Compliance, and Community. ACC’s determination is final.

IV. Compliance

Inquiries about or complaints alleging violation of the University’s Non-Discrimination and Reasonable Accommodations on the Basis of Disability policy should be directed to the Office of Access, Compliance, and Community. Aquia Hall 373, MS 2C2, Fairfax, VA 22030. Phone (703) 993-8730.

V. Dates

A. Effective Date:

This policy was originally approved April 20, 2006.

B. Date of Most Recent Review:

October 29, 2020

VI. Timetable for Review

This policy, and any related procedures, shall be reviewed and revised, if necessary, annually.

Approved:

__/S__________________
Senior Vice President

__/S__________________
Provost

Date approved: April 20, 2006
Revised: December 14, 2015
Revised: August 23, 2017
Revision approved: November 14, 2018
Procedure links updated: September 17, 2024
Revised: March 4, 2025

Page last updated: March 4, 2025

Policy 1205: Reasonable Accommodation on the Basis of Religion

University Policy Number 1205

Categorized: General Policies

Responsible Office: Access, Compliance, and Community

Policy Procedure:

Related Law & Policy:

I. Scope:

This policy applies to all George Mason University (“George Mason”) faculty, staff, students, contractors, applicants for admission and employment, and visitors.

II. Policy Statement:

George Mason recognizes that Reasonable Accommodations relating to university policies, procedures, or academic, employment, or other requirements may be necessary for individuals to exercise Religious practices, beliefs, or observances. George Mason shall adhere to all applicable federal and state laws, regulations, and guidelines with respect to engaging in an interactive process to identify and provide Reasonable Accommodations as necessary to afford individuals the opportunity to exercise Religious practices, beliefs, or observances.

The attached procedures provide the process for requesting Reasonable Accommodations related to Religious practices, beliefs, or observances.  In assessing requests for Reasonable Accommodations based on Religion, the University will engage in an interactive process to determine Reasonable Accommodations that address the individual’s Religious beliefs.  Unless the Religious belief would result in the individual committing an overt act that threatens public safety, peace, or order, the University will work with the individual and other applicable parties to identify a Reasonable Accommodation that addresses the Religious belief without unduly burdening the University or fundamentally altering the academic or operational practices of the University (an “Undue Hardship”).  Before denying a request for Religious accommodation that does not threaten public safety, peace, or order, the University must assess whether it can address potential burdens through a less restrictive means that does not prevent the individual from engaging in or practicing their Religious belief.

III. Definitions:

Reasonable Accommodation: an intervention or other support that enables an individual to obtain equal access to employment and/or educational opportunities. An accommodation is reasonable if it does not create an Undue Hardship for the University.

Religion or Religious: all aspects of religious observance and practice as well as belief. Religion includes not only traditional, organized religions such as Christianity, Judaism, Islam, Hinduism, and Buddhism, but also religious beliefs that are new, uncommon, not part of a formal church or sect, only subscribed to by a small number of people, or that seem illogical or unreasonable to others. A practice may be a religious belief held by an individual even if newly adopted, not consistently observed, or different from the commonly followed tenets of the individual’s religion.

Undue Hardship: an action requiring significant difficulty or expense for the University, or fundamentally altering the academic or operational practices of the University. Requested accommodations that create an Undue Hardship for the University are not reasonable and may not be enacted.

IV. Responsibilities:

The Religious Accommodation Procedure provides the procedure with which anyone affiliated with George Mason must engage in obtaining a Religious Accommodation. Questions about this process may be directed to OACC at oacc@gmu.edu or 703-993-8730.

Students, applicants for admission, employees, applicants for employment, campus visitors, or contractors that may need Reasonable Accommodations based on Religion should complete a Religious Accommodations Request Form or contact OACC at oacc@gmu.edu or 703-993-8730.

Per the Religious Accommodation Procedure, employees should use leaves of absence when necessary for religious observation or practice and should work directly with their supervisors (e.g. department chairs, director-level supervisors, or equivalent managers) regarding using leave or creating telework arrangements, without the need for OACC review.  Supervisors may consult with OACC for guidance in making determinations on religious accommodation requests related to leave.  Supervisors must consult with OACC prior to denying any request to use leaves of absence or telework arrangements due to a religious observance or practice.

Any individual with questions about discrimination or claiming that they have been discriminated against on the basis of Religion may contact OACC at oacc@gmu.edu or 703-993-8730.

V. Compliance:

OACC is charged with monitoring George Mason’s compliance with Title VII of the Civil Rights Act of 1964 and related federal and state laws and regulations, and this Policy. OACC is also responsible for coordinating George Mason’s Religious Accommodation requests and taking appropriate actions to provide equal access to employment and educational opportunities.

All employees are required to comply with Religious Accommodations issued by OACC.

VI. Timetable for Review:

This policy, and any related procedures, shall be reviewed biennially and/or as needed.

VII. Amendments:

Amendments will be approved by the Senior Vice President and Chief Operating Officer and the Provost and Executive Vice President.

VIII. Dates:

This policy was approved and became effective on March 16, 2026.

Page created: March 24, 2026