University of Florida, Fredric G. Levin College of Law

University of Florida, Fredric G. Levin College of Law 
182 Holland Hall, PO Box 117622, Gainesville, FL 32611, USA
Phone: 352.273.0890 | Fax: 352.392.4087
Email: admissions@law.ufl.edu | Website: www.law.ufl.edu

 

Does your law school have a nondiscrimination policy that prohibits discrimination on the basis of sexual orientation?

Non-discrimination is not only the best and morally correct course of action; it is University policy. University of Florida Regulation 6C1-1.006, Non-Discrimination Policy, provides:

  1. The University shall actively promote equal opportunity policies and practices conforming to laws against discrimination.

    The University is committed to non-discrimination with respect to race, creed, color, religion, age, disability, sex, sexual orientation, marital status, national origin, political opinions or affiliations, and veteran status as protected under the Vietnam Era Veterans’ Readjustment Assistance Act. This commitment applies in all areas to students, Academic Personnel (AP), Technical, Executive, Administrative, and Managerial Support (TEAMS) staff, University Support Personnel System (USPS) personnel, and Other Personnel Services (OPS) employees. The University realizes that it must continue to intensify its concern and devote itself to the elimination of conditions from which discrimination springs. In this respect the University accepts the responsibility for solving problems related to these matters. Accordingly, the University will continue to search for the most appropriate ways and means to provide an effective and enduring contribution to the improvement of these relationships.

     
  2. It is the policy of the University that each employee and student be allowed to work and study in an environment free from any form of discrimination. Sexual harassment is a form of sex discrimination under Title VII of the Civil Rights Act of l964, and is conduct unbecoming a State employee as provided in Section 110.227, F.S.
     
    1. Sexual harassment is defined as unwelcome sexual advances, or requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
      1. Submission to such conduct or request is made either explicitly or implicitly a term or condition of an individual’s employment or academic status
      2. Submission to or rejection of such conduct or request by an individual is used as the basis for employment or academic decisions affecting such individual, or
      3. Such conduct or request has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or of creating an intimidating, hostile work-related or academic environment.
         
    2. Disciplinary Action

      Any employee or student of the University who is found to have sexually harassed another employee or applicant for employment or student will be subject to disciplinary action up to and including dismissal or expulsion.

      Any employee or student in a supervisory capacity who has actual knowledge by direct observation or by receipt of a complaint of sexual harassment involving any of those employees he or she supervises or over whomever he or she has managerial authority, and who does not investigate, and, if appropriate, take corrective action or report the matter directly to the President or the President’s designee, shall be subject to disciplinary action up to and including dismissal or expulsion.

       
  3. Complaints and appeal procedures. Any employee or student who believes that he or she is a victim of discrimination, including sexual harassment as defined above, may pursue informal resolution of the complaint or may file a formal written complaint in accordance with University Rules 6Cl-1.0063 and 6C1-4.012 F.A.C. Employees and students may contact the Vice Provost for Affirmative Action Programs to seek assistance in informally resolving the complaint or in filing a formal complaint or grievance.

    Specific Authority 1001.74(4) FS. Law Implemented 1001.74(10) and (19) FS. History–New 2-23-82, Amended 3-6-85, 11-13-90, 4-30-95, 11-25-03.

    The Levin College of Law faculty has also approved the following statement: “In addition, the College of Law is committed to non-discrimination with respect to gender identity and gender expression.” Faculty Minutes, 4-28-10.
     

Does your law school have a nondiscrimination policy that prohibits discrimination on the basis of gender identity?

Non-discrimination is not only the best and morally correct course of action; it is University policy. University of Florida Regulation 6C1-1.006, Non-Discrimination Policy, provides:

  1. The University shall actively promote equal opportunity policies and practices conforming to laws against discrimination.

    The University is committed to non-discrimination with respect to race, creed, color, religion, age, disability, sex, sexual orientation, marital status, national origin, political opinions or affiliations, and veteran status as protected under the Vietnam Era Veterans’ Readjustment Assistance Act. This commitment applies in all areas to students, Academic Personnel (AP), Technical, Executive, Administrative, and Managerial Support (TEAMS) staff, University Support Personnel System (USPS) personnel, and Other Personnel Services (OPS) employees. The University realizes that it must continue to intensify its concern and devote itself to the elimination of conditions from which discrimination springs. In this respect the University accepts the responsibility for solving problems related to these matters. Accordingly, the University will continue to search for the most appropriate ways and means to provide an effective and enduring contribution to the improvement of these relationships.

     
  2. It is the policy of the University that each employee and student be allowed to work and study in an environment free from any form of discrimination. Sexual harassment is a form of sex discrimination under Title VII of the Civil Rights Act of l964, and is conduct unbecoming a State employee as provided in Section 110.227, F.S.
     
    1. Sexual harassment is defined as unwelcome sexual advances, or requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
      1. Submission to such conduct or request is made either explicitly or implicitly a term or condition of an individual’s employment or academic status
      2. Submission to or rejection of such conduct or request by an individual is used as the basis for employment or academic decisions affecting such individual, or
      3. Such conduct or request has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or of creating an intimidating, hostile work-related or academic environment.
         
    2. Disciplinary Action

      Any employee or student of the University who is found to have sexually harassed another employee or applicant for employment or student will be subject to disciplinary action up to and including dismissal or expulsion.

      Any employee or student in a supervisory capacity who has actual knowledge by direct observation or by receipt of a complaint of sexual harassment involving any of those employees he or she supervises or over whomever he or she has managerial authority, and who does not investigate, and, if appropriate, take corrective action or report the matter directly to the President or the President’s designee, shall be subject to disciplinary action up to and including dismissal or expulsion.

       
  3. Complaints and appeal procedures. Any employee or student who believes that he or she is a victim of discrimination, including sexual harassment as defined above, may pursue informal resolution of the complaint or may file a formal written complaint in accordance with University Rules 6Cl-1.0063 and 6C1-4.012 F.A.C. Employees and students may contact the Vice Provost for Affirmative Action Programs to seek assistance in informally resolving the complaint or in filing a formal complaint or grievance.

    Specific Authority 1001.74(4) FS. Law Implemented 1001.74(10) and (19) FS. History–New 2-23-82, Amended 3-6-85, 11-13-90, 4-30-95, 11-25-03.

    The Levin College of Law faculty has also approved the following statement: “In addition, the College of Law is committed to non-discrimination with respect to gender identity and gender expression.” Faculty Minutes, 4-28-10.

Does your law school provide gender-neutral restrooms?

Yes

Does your law school have a lesbian, gay, bisexual, or transgender student organization?

Yes. OutLaw is our active LGBTQ+ student group that hosts programming and social events for LGBTQ+ students and allies.  

In addition to the law school group, the University hosts an LGBTQ Affairs student organization that strives to educate, advocate, and support LGBTQ people at UF and in the Gainesville community. Through student-centered programming, outreach, community building, and advocacy, this group is committed to creating a safe and affirming campus-community for students, staff, faculty, and alumni of all sexual orientations, gender identities, and expressions.  

Our University also sponsors an LGBTQ+ Advisory Committee, through which members of our law school faculty serve.  The Advisory Committee is a vehicle for a systematic and periodic assessment of the quality of life of LGBTQ individuals at the university, making recommendations for educational programming, the establishment of specific services and programs, and other similar matters. Additionally, the committee examines and recommends revisions in university policies and procedures that may have potentially adverse effects for LGBT individuals and serves as a forum in which various individuals and groups can express concerns.

Does your school have any openly lesbian, gay, bisexual, or transgender faculty members?

Yes

Does your school have any openly lesbian, gay, bisexual, or transgender administrators?

Michelle A. Smith, J.D.,
Assistant Dean for Inclusion
Email: style@ufl.edu

Does your law school offer any academic courses primarily focused on lesbian, gay, bisexual, or transgender legal issues?

2018–2019 courses:  Family Law Policy; Social Justice Lawyering; Adoption Law; Family Law; Child, Parent and State Law; Florida Juvenile Dependency Law
2019–2020 course:  Sexuality and the Law 

Does your law school offer the same benefits to faculty, staff, or student same-sex spouses as they do opposite-sex spouses?

Yes. All benefits-eligible faculty and staff are eligible for domestic partner health insurance. This insurance is available to both same- and opposite-sex partners as well as to children of the employee and partner so long as the required criteria outlined on the domestic partner affidavit is satisfied. More information is available here

With regard to students, we offer services, but not benefits.  Services are available to students and their same-sex partners. Our student health care center offers LGBTQ+ care and resources, including transgender services, and a network of comprehensive resources. More information may be found here and here.

Does your law school offer any form of domestic-partner benefits to faculty, staff, or students?

Yes. All benefits-eligible faculty and staff are eligible for domestic partner health insurance. This insurance is available to both same- and opposite-sex partners as well as to children of the employee and partner so long as the required criteria outlined on the domestic partner affidavit is satisfied. More information is available here

With regard to students, we offer services, but not benefits.  Services are available to students and their same-sex partners. Our student health care center offers LGBTQ+ care and resources, including transgender services, and a network of comprehensive resources. More information may be found here and here.

Additional Information

Students, faculty, and staff at the Levin College of Law are part of an active and diverse community. We remind our students that their interaction with other students from varied backgrounds and experiences leads to a better education and healthier understanding of how the world works. More importantly, this foundation contributes to valuable dialogue in our increasingly global and multicultural world. Indeed, success in the 21st century workplace requires a mature understanding of diversity and community. We urge our students to reach beyond their comfort zone by embracing and interacting with those different from themselves in terms of race, religion, class, belief system, gender, and sexual orientation.