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Executive Order 11246 prohibits federal contractors from discriminating in employment decisions on the basis of sex, sexual orientation, gender identity, race, color, religion, or national origin.  It also requires covered contractors to take affirmation action (as detailed in their “Affirmative Action Plan”) to ensure equal opportunity is provided in all aspects of employment.

The Rehabilitation Act of 1973, section 503, requires federal contractors to ensure nondiscrimination in employment on the basis of disability and take affirmative action (as detailed in their “Affirmative Action Plan”) to hire, retain, and promote Individuals with Disabilities (IWDs).

VEVRAA requires federal contractors to ensure nondiscrimination in employment on the basis of Protected Veteran (PV) status and take affirmation action (as detailed in their “Affirmative Action Plan”) to employ and advance in employment Disabled Veterans, Active Duty or Wartime Campaign Badge Veterans, armed Forces Service Medal Veterans, and Recently Separated Veterans (those discharged from the Service in the past three years).

A complaint is an allegation (charge of wrong doing) involving discrimination, hostile work environment, sexual harassment or retaliation that is filed by an employee, student, applicant, vendor, contractor and/or a group thereof relative to employment or admission involving race, color, religion, national origin, sex, age, sexual orientation, veteran status or disability. The complaint may arise from a specific personnel action, such as employment, promotion, work assignment, selection for training, disciplinary action, or separation, or it may relate to existing work conditions in an organization.

Every complaint is unique. The following is a typical example of the steps of a complaint in progress:

1. Human Resources receives notification of the complaint(s) via walk-in, email, referral or by telephone.
2. Human Resources completes an intake with the complainant(s). During the intake process, Human Resources determines the appropriate office(s) to address the concerns (for example, Employee Relations, Dean of Students, ̨Íåswag Public Safety, , etc.). In some situations, more than one office may need to address the Complainant’s allegations simultaneously.
3. If appropriate, Human Resources will start a formal review or investigation by requesting the respondent(s) answer the allegation(s) made by the complainant(s). Human Resources will initiate the fact-finding process by compiling documentation from relevant sources as necessary.
4. Human Resources will analyze the facts and issue a finding to all parties involved.

Each investigation is conducted on a case-by-case basis. Additional steps during an investigation may occur because of the complexities associated with each set of facts.

In general, the goal is to process a complaint from intake through completion within 60 days.

Each investigation is conducted on a case-by-case basis. Additional time may be required to process the complaint due to the complexities associated with each set of facts.

Retaliation against the complainant(s) is prohibited by university policy and federal/state laws. However, if the complainant(s) believe they are being or have been retaliated against for filing a complaint, participation in a complaint, or opposition of discrimination, they have the right to file a new and separate complaint alleging retaliation based on the participation in protected activity or opposition of discrimination. Examples of protected activity include filing a claim of discrimination, participating as a witness in a discrimination investigation or refusing to obey an order reasonably believed to be discriminatory.

The complaint process concludes when Human Resources distributes a finding which consists of a Final Investigative Summary and Determination Letters. The complainant(s) and the respondent(s) receive Determination Letters indicating whether there was a violation of university policies.