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Faculty Employee Complaint Procedures
INFORMAL COMPLAINT PROCEDURES
- The complainant completes the Complaint of Discrimination or Harassment form (.pdf); the Office of Equity and Inclusion (OEI) advises the complainant of her/his rights to file with state and/or federal agencies.
- The OEI may notify the appropriate administrator, dean, or director that an informal complaint has been initiated.
- The OEI contacts the individual/entity (respondent) accused of discrimination to discuss the alleged harmful act.
- The OEI develops a proposed resolution, if appropriate, within fifteen (15) calendar days of acceptance of the informal complaint. If appropriate, the complainant is advised that she/he may file a formal complaint.
- The OEI may notify the appropriate administrator, dean, or director of the final status of the complaint.
- Informal complaints must be filed within 180 days of the most recent alleged harmful act; or within 365 days for sexual harassment.
FORMAL COMPLAINT PROCEDURES
- The complainant completes the Complaint of Discrimination or Harassment form (.pdf). The complaint must be filed within 180 days of the alleged harmful act;or within 365 days for sexual harassment.
- The OEI acknowledges in writing the receipt of the formal complaint; the letter includes information on the complainant's right to file with state and federal agencies. Copies of the letter are sent to the respondent, the appropriate administrator, dean, or director, and the University Legal Advisor.
- The OEI conducts a thorough investigation of the complaint.
- Within fifteen (15) calendar days of the receipt of the formal complaint, OEI informs the complainant and all persons copied in #2 above of the final status and a resolution, where appropriate. If an extension of the 15-day time period is required, OEI shall notify the complainant of the anticipated date of completion of the investigation. The letter of determination identifies the appeal Procedures available to the complainant.
For faculty who wish to file a complaint of discrimination with the Office of Equity and Inclusion their complaint of a discriminatory employment practice must be the sole basis of their complaint and they must waive in writing the right to a formal grievance under the Faculty Grievance Procedures.
Faculty may also contact the University Ombuds Office, which provides a neutral, confidential, informal and independent environment within the parameters of the laws and policies governing the University. The Ombuds Office is a place where members of the University community can seek guidance regarding conflicts, concerns, and systemic issues. No person shall retaliate against an individual for accessing the services of the University Ombuds Office. This is not intended to create individual or group rights, whether contractual or otherwise, that do not exist under existing law. Speaking with the University Ombuds Office does not constitute legal notice to the University of any problem, concern or complaint. You must pursue alternative complaint avenues if you wish to obligate the University to respond in any way.
*Includes faculty ranks as defined in the rules of the State Board of Higher Education and faculty without rank but with professional title.