Explore UWG’s Policies and Procedures

University-wide policies and procedures communicate UWG’s expectations of its community members, enhance operational efficiency, mitigate risk, and support compliance.
View all policies or explore by topic.
Note:  For a full listing of approved policy, The University Policy Library is the official source of policies and procedures approved by the University's President/or executive officer.

Non-Discrimination and Anti-Harassment Policy Statement

UWG is committed to maintaining a safe, inclusive, and respectful environment for living, working, and studying. Consistent with federal and state law, University System of Georgia policy, and University policy, the University prohibits harassment of or discrimination against any person because of race, color, sex (including sexual harassment and pregnancy), sexual orientation, gender identity, ethnicity or national origin, religion, age, genetic information, disability, or veteran status by any member of the University Community on campus, in connection with a University program or activity, or in a manner that creates a hostile environment for any member of the University Community.

The full Policy and associated procedures can be found here: UWG PL 4002, Non-Discrimination and Anti-Harassment.

Consensual Relationships

Faculty Handbook 123 - Personal Relationships

While close working relationships are encouraged among faculty, staff, and students, the University strictly prohibits all faculty and staff, including graduate research assistants, from pursuing sexual relationships with undergraduates who they are currently supervising or teaching. It is misconduct, subject to disciplinary action, for an individual to exercise direct supervisory, evaluation, instructional, and/or advising responsibilities, or participate in hiring, retention, promotion, or award decisions, for someone with whom there exists an amorous relationship or to whom they are related by blood, law, or marriage. Both the fact and semblance of any exploitation must be avoided. The relative difference in power – actual or perceived – in working relationships must be recognized by faculty and staff and not be employed to anyone’s advantage or disadvantage. Even in relationships that appear consensual, both the power and the trust embedded in the role of teacher renders dubious that student’s purported consent.

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.

The University strongly discourages sexual relationships between faculty or administrators and graduate students, as well as between staff members and any subordinates whose work they supervise. Anyone involved in a sexual relationship with someone over whom he or she has supervisory power must recuse himself or herself from decisions that affect the evaluation, employment conditions, instruction, and /or academic status of the subordinate involved.

The full policy and associated procedures can be found here: UWG PL 4001, Employee Relationships

Equal Opportunity Employment Policy

The University shall comply with all applicable laws and regulations on issues related to employees' civil rights and social equity at the University of West Georgia (UWG).

The full Policy (UWG PL 4002, Non-Discrimination and Anti-Harassment) and associated procedure (UWG PL 4002, Non-Discrimination and Anti-Harassment Complaint Procedure) provide additional information. 

More information about Affirmative Action and Employment can be obtained from Human Resources.

Faculty & Staff with Disabilities

UWG prohibits discrimination against qualified individuals with disabilities who can perform the essential functions of the job, with or without reasonable accommodation(s). An individual is disabled under the Act if he or she:

  • Has a physical or mental impairment that substantially limits one or more major life activities; or
  • Has a record of such an impairment; or
  • Is regarded as having such impairment.

UWG has and will continue to provide reasonable accommodations to enable the institution to hire and retain qualified employees who are able to perform the essential functions of their positions. Any person wishing to self-identify as disabled or request a reasonable accommodation due to a disability should contact the Human Resources Department.

For the full procedure, see UWG PL 4002, Americans with Disabilities Act (ADA) Declaration and Reasonable Accommodations. 

Faculty Hiring Procedures

Faculty Hiring Procedures (PDF) and Talent Services Resources (OneUSG Login required)

Employee Leave

Paid Time Off is compensated time away from work provided to eligible employees of the University of West Georgia (UWG). UWG has designed a comprehensive paid time off benefits program measured in hours and classified for different types of absences such as illness, vacation, bereavement, and personal time summarized below. For a full description of all types of Employee Leave, visit Board of Regents (BOR) Policy 8.2.7, Leave.

For the full policy and associated procedure, see UWG PL 4001, Employee Leave 

Sexual Misconduct Policy

The Office of Legal Affairs outlines the following Sexual Misconduct Policy:

The University of West Georgia is committed to providing a positive and rewarding educational experience and a safe campus environment which acknowledges the dignity and worth of every individual. The purpose of this policy is to prohibit any form of sexual misconduct by or against any campus constituent and to ensure that every report of sexual misconduct is taken seriously and that prompt and appropriate action is taken.

For the full Policy and associated procedure, see UWG PL 4001, Sexual Misconduct 

Student Absence Policy

The University encourages students to be their most authentic selves, from participating in university events to engaging wholly with their religious beliefs. This includes defining policies that allow them to miss class under some circumstances without penalty. The Student Absence Policy states:

Class attendance policies are determined by each instructor for his or her courses and may be found in the syllabus. Since course policies differ, students are responsible for understanding attendance requirements for each course. Failure to comply with those requirements may significantly affect grades.

Students are expected to attend each class meeting. Students absent from class while officially representing the University or observing religious holidays should generally not be penalized in the calculation of final grades, as long as they provide advance notice and expeditiously make arrangements to complete any missed work.

For more information, view the full policy in the UWG Undergraduate Academic Policies.

Student Wolf Code

The Student Wolf Code, as laid out in the Student Handbook, states:

Students are admitted to the University of West Georgia with the expectation that they will have
developed acceptable personal standards of conduct and ethics. Students are expected to have
a responsible attitude toward regulations and standards of the University and the laws of the
community, state, and nation and to show respect for their fellow students.
Upon completing the application for admission to the University of West Georgia, the student
agrees to abide by the rules and regulations of the University. University regulations go into effect
at the time a student enrolls and matriculates, and will continue until the time of graduation or