COMPLAINT PROCEDURES

Oral Complaint:
To initiate the complaint procedure, a student first must discuss the allegations with the Director of Career Services. The Director will keep a confidential record of any oral complaint in order to monitor the types and frequency of issues raised.

Written Complaint:
If the Director concludes that an oral complaint is timely and not insubstantial, and if the student wants to pursue the matter, the student shall have the option of filing a written complaint using the Office of Career Services' Discrimination Complaint Form. Once a written complaint is filed, the Associate Dean will investigate the allegations, including contacting the employer and obtaining the employer's position, and/or clarifying the employer's practices and policies. The Director will, at the student's request, preserve the student's anonymity.

If the student's identity is necessary to respond adequately to the allegations and the student does not authorize the release of his/her name, the Director will not contact the employer to discuss the complaint. The Director will retain for a reasonable time a copy of the written complaint, the employer's response, if any, and any notes compiled during the investigation. These documents will be kept confidential and may be used to monitor the types and frequency of issues raised. The Director shall file a semi-annual report with the Dean or the Dean's designee containing all written complaints, the employer's response, and any notes compiled during the course of the investigation.

The Director will determine whether dismissal, conciliation, or sanction is the appropriate resolution. Sanctions will take into account the totality of the circumstances, including, but not limited to, the seriousness of the offense, the existence/absence of discriminatory intent, and the employer's efforts to rectify the wrongdoing. In extreme cases, an employer may be barred from on-campus recruiting and/or posting job notices for a specified time period. Information about sanctions imposed against specific employers will be made available to students.

Upon timely request to the Dean or the Dean's designee setting forth specific reasons, a student or employer may seek review of the Director’s resolution of the complaint.

Informal Hearing:
If there is inconsistency in the facts derived from the complaint, the employer, or other sources, the Director, the Dean or the Dean's designee, may convene an informal hearing to clarify the parties' positions or to obtain additional information. The Director will, at the student's request, preserve the student's anonymity. This option will be limited to exceptional circumstances, however, with a strong presumption in favor of resolving complaints through interviews and written submissions.