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The policies cited below that pertain to Equal Employment Opportunity, Harassment, Employment of Individuals with a Disability, and Drug-Free Campus and Workplace are responsive to University commitments and provisions of state and federal statutes. Changes in federal law in areas covered by these policies take precedence over the policies cited here.
Auburn University has an Affirmative Action Plan, in compliance with U.S. Department of Labor regulations. A copy is on file in the Office of Affirmative Action/Equal Employment Opportunity. Requests to review the University’s Affirmative Action Plan should be directed to the AA/EEO Office at 844-4794.
The Equal Employment Opportunity Policy, Non Harassment of Employees Policy, Affirmative Action Policy on Employment of Individuals with a Disability, and Affirmative Action Policy on Employment of Veterans printed below are part of this plan.
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Policy on Sexual and Gender Based Misconduct and Other Forms of Interpersonal Violence
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Affirmative Action Policy on Employment of Individuals with a Disability
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A Drug-free Campus and Workplace Policy for Auburn University and Auburn University Montgomery
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Information regarding smoking and tobacco use at Auburn University Montgomery can be found within their Tobacco-Free policy.
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Political Activity
Each employee of Auburn University is specifically exempted from any obligation or compulsion to support any candidate or cause even though the support of such candidates or cause may be urged or suggested by any other employee of the institution, or division, school, or department thereof. An individual employee of the University who may be expressing personal support for a candidate or partisan issues should do nothing to suggest or imply that he speaks as a representative of Auburn University.
Auburn University recognizes the constitutional rights of its employees to participate in and to assume the responsibilities of citizenship in government affairs. These rights include that of seeking public office in local, county, state and federal governments. It must be recognized, however, that this participation must not interfere with the performance of the employee's work obligations to the University.
Any employee who may decide to qualify for full-time elective office in federal, state, county, or municipal governments will submit his resignation at the time he presents his request for qualification as a candidate of election. Such resignations will be upon the standard forms and will be processed in the same manner as all other resignations. Such persons, so resigning, will do so without any guarantee by Auburn University that they may be re-employed in the event they are not elected; or, if elected, that they may be re-employed while holding an elective office; or, that they may be re-employed at the expiration of the term of office for which they have been elected.
Full-time employees of Auburn University may serve in nominally remunerative local and county elective offices provided the duties and responsibilities of such offices do not interfere with the proper performance of the duties of such employees to the institution. In such cases, it will be the duty of the employee, before qualifying for such nominally remunerative local or county elective office, to receive the approval of Auburn University. Such approval will depend only upon the effect of the elective office on the employee's ability to perform his or her University duties. However, in no case will such approval carry with it any obligation of Auburn University to support any such candidate.
