|
|
|
VI-1.00(B) UNIVERSITY OF MARYLAND HUMAN RELATIONS CODE
Effective Date 18, October, 1976; Revised April 6,
1998; approved by President, May 6, 1998
ARTICLE I.
PURPOSE
A. The University of Maryland, College Park, affirms its
commitments to a policy of eliminating discrimination on the
basis of race, color, creed, sex, sexual orientation,
marital status, personal appearance, age, national origin,
political affiliation, physical or mental disability, or on
the basis of the exercise of rights secured by the First
Amendment of the United States Constitution. This Code is
established to prevent or eradicate such discrimination in
accordance with due process within the Campus community. In
doing so, the Campus recognizes that it must strive actively
and creatively to build a community in which opportunity is
equalized.
B. Accordingly, the College Park Senate of the University of
Maryland establishes this Human Relations Code to:
1. prohibit discrimination as defined in this document
within the Campus community both by educational
programs and, to the extent specified herein, by a
formal grievance procedure;
2. establish the responsibilities of the Senate Human
Relations Committee;
3. establish the responsibilities of the Office of Human
Relations Programs in connection with this Code;
4. establish mediation and grievance vehicles within the
units and colleges of the Campus, in conformity with
the Campus Affirmative Action Plan;
5. establish the responsibilities of Equal Education and
Employment Opportunity (EEEO) Officers.
C. Every effort will be made to make students and potential
students, employees and potential employees, faculty members and
potential faculty members aware of the opportunities that the
Campus provides for every individual to develop and utilize his
or her talents and skills. It is the intent of the Campus to
enhance among its students and employees respect by each person
for that person's own race, ethnic background, sex, or sexual
orientation, as well as appreciation and respect for the race,
ethnic background, sex, or sexual orientation of other
individuals.
D. Development of a positive and productive atmosphere of human
relations on the Campus shall be encouraged through effective
dialogue and broadening of communications channels. The Senate
Human Relations Committee and the Office of Human Relations
Programs shall provide support and assistance, as authorized, to
any individual or group deemed by them to have a positive
probable impact in working toward increased understanding among
all individuals and groups on the Campus.
E. The Senate Human Relations Committee shall advise the Office of
Human Relations Programs in recommending policies which fulfill
the provisions of this Code. In particular:
1. The Senate Human Relations Committee shall be a general
standing committee of the College Park Senate.
2. The purpose of the Senate Human Relations Committee shall be
to foster better human relations among all individuals and
groups on the Campus, to advise in the development of
positive and creative human relations programs, to advise in
the prevention and eradication of all forms of
discrimination prohibited by this Code, and to make regular
assessments of the state of human relations within the
purview of this Campus.
3. The functions of the Senate Human Relations Committee may
include but are not limited to: requesting the Office of
Human Relations Programs to conduct investigations of
complaints of discrimination because of race, color, creed,
sex, sexual orientation, marital status, personal
appearance, age, national origin, political affiliation,
physical or mental disability, or on the basis of the
exercise of rights secured by the First Amendment of the
United States Constitution; providing an "open forum" for
effective dialogue among all segments of the Campus
community; recommending to appropriate Campus bodies
educational programs and activities to promote equal rights
and understanding; periodically reviewing such programs and
activities; initiating studies of Campus-sponsored or
recognized programs and activities to determine how
improvements can be made in respect to human relations;
continually reviewing progress toward these ends and making
such further recommendations as experience may show to be
needed; and participating to the extent set forth herein in
formal human relations grievance actions.
F. There shall be an Office of Human Relations Programs directly
responsible to the President. This Office shall plan, develop,
give direction to and coordinate the overall Campus effort to
prevent and eliminate discrimination based on race, color, creed,
sex, sexual orientation, marital status, personal appearance,
age, national origin, political affiliation, physical or mental
disability, or on the basis of the exercise of rights secured by
the First Amendment of the United States Constitution, in all
areas of Campus life (this overall effort is referred to herein
as the Human Relations Program). The Office shall represent, and
have direct access to, the President, and shall cooperate with
the Senate Human Relations Committee on substantive matters
concerning human relations. The Office shall assist and
coordinate the human relations activities of the Equal Education
and Employment Opportunity (EEEO) Officers and the Equity
Administrators representing the various units of the Campus.
The duties and responsibilities of the Office of Human Relations
Programs shall include but not be limited to the following:
working with Vice Presidents, Deans, Directors and Department
Chairs to ensure full compliance, in spirit as well as in lette r,
with laws relating to discrimination and with the Campus Human
Relations Code; advising Campus officers in their effort to
assist personnel to recognize and take advantage of career
opportunities within the Campus; working with appropriate offices
in the surrounding community on such issues as off-campus housing
practices affecting Campus students and employees,
transportation, etc.; recommending to the Off-Campus Housing
Office removal from or reinstatement upon lists of off-campus
housing, so as to ensure that listed housing is available on a
nondiscriminatory basis. (N.B. any final action taken by the
University shall be preceded by proper notice to the property
owner involved, and an opportunity to be heard); conducting
reviews of compliance with the Campus Affirmative Action Plan;
initiating and carrying out programs for the elimination and
prevention of racism and sexism on Campus; distributing this Code
and informing the Campus community of the interpretations of its
provisions; sending periodic reports to the President and to the
Senate Human Relations Committee concerning the Human Relations
Programs; and participating to the extent set forth herein in
formal human relations grievance actions.
G. For each of the units and colleges of the Campus, the Office of
Administrative Affairs, the Office of University Advancement, and
the Office of Student Affairs, there shall be an Equity
Administrator, who is designated in accordance with the
Affirmative Action Plan and who has the duties specified by the
Campus Affirmative Action Plan and like duties with respect to
the forms of discrimination prohibited by this Code.
ARTICLE II.
COVERAGE
A. Kinds of Discrimination Prohibited:
1. Discrimination in employment, job placement, promotion, or
other economic benefits on the basis of race, color, creed,
sex, sexual orientation, marital status, personal
appearance, age, national origin, political affiliation,
physical or mental disability, or on the basis of the
exercise of rights secured by the First Amendment of the
United States Constitution.
2. Discrimination in criteria of eligibility for access to
residence, or for admission to and otherwise in relation to
educational, athletic, social, cultural or other activities
of the Campus because of race, color, creed, sex, sexual
orientation, marital status, personal appearance, age,
national origin, political affiliation, physical or mental
disability, or on the basis of the exercise of rights
secured by the First Amendment of the United States
Constitution.
B. For the purposes of this Code:
1. Personal appearance means the outward appearance of any
person, irrespective of sex, with regard to bodily condition
or characteristics, manner or style of dress, and manner or
style of personal grooming, including, but not limited to,
hair style and beards. It shall not relate, however, to the
requirement of cleanliness, uniforms, or prescribed
standards, when uniformly applied for admittance to a campus
facility, or when uniformly applied to a class of employees,
or when such bodily conditions or characteristics, or manner
or style of dress or personal grooming presents a danger to
the health, welfare or safety of any individual.
2. Sexual orientation means the identification, perception, or
status of an individual as to homosexuality,
heterosexuality, or bisexuality.
C. This Code shall apply to the Campus community. The term "Campus
community" is limited to Campus students, faculty, and staff; and
to departments, committees, offices and organizations under the
supervision and control of the Campus administration.
D. Exceptions
1. The enforcement of Federal, State or County laws and
regulations does not constitute prohibited discrimination
for purposes of this Code. Separate housing or other
facilities for men and women, separate athletic teams when
required by athletic conference regulations and political,
religious and ethnic/cultural clubs are not prohibited.
2. Discrimination is not prohibited where based on a bona fide
job qualification or a qualification required for the
fulfillment of bona fide educational or other institutional
goals. Complaints concerning the legitimacy of such
qualifications may be the subject of human relations
grievance actions.
3. The provisions of this Code shall not apply to potential
students or potential employees of the University. However,
applicants for admission or employment who believe they have
been discriminated against by any part of the Campus
community may convey such belief together with all relevant
facts to the Office of Human Relations Programs, for
informational purposes.
4. The grievance procedures under this Code shall not apply to
judgments concerning academic performance of students (e.g.,
grades, dissertation defenses), pending further study and
action by the College Park Senate and University
administration.
5. The Campus, with the advice and approval of the Attorney
General's Office, shall review on a continuing basis all new
laws and regulations which apply to this Campus to determine
if any shall require changes in the coverage or exceptions
to coverage of this Code.
E. This Code shall apply to the Campus community in relation to, but
not only to, the following:
1. All educational, athletic, cultural and social activities
occurring on the Campus or in another area under its
jurisdiction;
2. All services rendered by the Campus to students, faculty and
staff, such as job placement and job recruitment programs
and off-campus listings of housing;
3. University-sponsored programs occurring off campus,
including cooperative programs, adult education, athletic
events, and any regularly scheduled classes;
4. Housing supplied, regulated, or recommended by the Campus
for students, staff and visitors, including fraternities and
sororities;
5. Employment relations between the Campus and all of its
employees, including matters of promotion in academic rank,
academic salary and termination of faculty status, as
limited in Article III.M.
ARTICLE III.
HUMAN RELATIONS ENFORCEMENT PROCEDURES
A. In order to identify policies or practices which may reflect
discrimination, the Senate Human Relations Committee may request
the Office of Human Relations Programs to conduct periodic review
of the operation of any unit of the Campus. Units shall provide
the information necessary for carrying out such reviews. This
information shall be submitted through the President's Office.
Any such review under the authority granted in this statement of
policy shall be undertaken only after specific authorization of
the President. In the event that the President fails to
authorize an investigation within a reasonable time of the
request by the Senate Human Relations Committee, the Chair of the
Committee shall report that fact, together with reasons as he/she
may have received from the President concerning the matter, to
the Senate.
B. The Office of Human Relations Programs on its own motion shall
identify policies, practices or patterns of behavior which may
reflect discrimination prohibited by this Code or which may
conflict with any other Campus policy concerning human relations
or with the Campus Affirmative Action Plan, and shall call these
to the attention of the appropriate officials of the unit
involved and recommend appropriate action. Those subject to
allegations of discrimination shall be afforded all the
protection of due process. The Office shall endeavor by
negotiation to eliminate the alleged discrimination. Where such
efforts fail, the Office may on its own motion report the matter
to the President and to the Senate Human Relations Committee.
Documentation of the recommendations by the Office in all such
cases shall be maintained on file by the Office.
C. To the maximum extent consistent with the purposes of this Code,
the confidentiality of personal papers and other records and the
principle of privileged communication shall be respected by all
persons involved in the enforcement procedures of this Code.
Nothing in this Code shall be construed so as to conflict with
the requirements of Article 76A of the Maryland Annotated Code.
Persons giving information in connection with the procedures
described in this Code shall be advised by the person receiving
such information of the limits of confidentiality which may
properly be observed in Code procedures and that all documents
may be subject to subpoena in subsequent administrative or
judicial proceedings.
D. Any member of the Campus community who believes that he or she
has been or is being discriminated against in ways prohibited by
this Code may consult informally and confidentially with the unit
EEEO Officer and/or the Equity Administrator and/or the Office of
Human Relations Programs prior to filing a formal complaint.
E. The Office of Human Relations Programs shall receive formal
complaints from any member or group within the Campus community
claiming to be aggrieved by alleged discrimination prohibited by
this Code and/or any other Campus document or policy relating to
human relations practices. Such complaints should give in
writing the names of complainant(s) and respondent(s) and the
time, the place, and a specific description of the alleged
discrimination. Complaints shall be submitted to the Office of
Human Relations Programs, or else to the unit EEEO Officer or the
Equity Administrator. Complaints must be submitted within ninety
(90) days of the alleged discrimination act(s), or within ninety
(90) days of the first date by which the complainant reasonably
has knowledge thereof. Complaints not submitted directly to the
Office of Human Relations Programs shall be forwarded to the
Office of Human Relations Programs within five (5) working days
of their receipt. Copies of the complaint shall be forwarded by
the Office of Human Relations Programs to the respondent and to
the appropriate unit Chair or Director, Dean, or Vice President.
F. Complainants under this Code shall be required, as a condition
precedent, to waive any alternative Campus administrative
procedure that may then be available. A complaint which has been
heard under some alternative Campus procedure cannot subsequently
be heard under the procedure of this Code. In the case of a
complaint heard under the Non-exempt Employees Grievance
Procedure, this restriction shall apply only when the complaint
has entered Step II of that procedure.
G. The Office of Human Relations Programs and/or the Equity
Administrator shall ensure that each complainant is informed of
his or her right to file the complaint with the appropriate State
and Federal agencies. Forms for complaints to State and Federal
agencies will be provided or the complainant will be informed
where they are available.
H. All complaints of discrimination which are not connected with the
official functions of the Campus or not falling within the scope
of discrimination prohibited by this Code shall be referred to
the appropriate Campus, Municipal, County, State, or Federal
agencies by the Office of Human Relations Programs.
I. After a complaint has been filed, the Office of Human Relations
Programs shall promptly undertake an informal investigation in
order to make a preliminary determination as to whether or not
the subject matter of the complaint falls within the Code, and
whether or not there is probable cause for the complaint. This
finding shall be reported to the complainant, the respondent, the
President and the Chair of the Senate Human Relations Committee.
The burden of proof in this investigation and throughout these
enforcement procedures rests with the complainant.
J. If the finding is that there is not probable cause to believe
that discrimination has been or is being committed within the
scope of this Code, the Office of Human Relations Programs may
dismiss the complaint. Such dismissal shall be reported to the
complainant, the respondent, the President and the Chair of the
Senate Human Relations Committee. The complainant in such a case
may appeal the dismissal of the case to the Senate Human
Relations Committee, which may direct that a Human Relations
Grievance Committee conduct a grievance hearing according to the
procedures set forth herein, if in the judgment of the Senate
Human Relations Committee there is probable cause to believe that
discrimination has been or is being committed within the scope of
this Code. The Senate Human Relations Committee shall have
access to the complaint file for this purpose. A record of its
deliberations shall be placed in the file according to the
procedures established by the Office of Human Relations Programs.
If the Committee finds no probable cause, it may dismiss the
complaint and report such dismissal to the complainant, the
respondent, and the President.
K. If the finding is that there is probable cause to believe that
discrimination has been or is being committed within the scope of
this Code, the Office of Human Relations Programs shall endeavor
to eliminate the alleged discrimination by conference,
conciliation and persuasion. If by this process, an agreement is
reached for elimination of the alleged discrimination, the
agreement shall be reduced to writing and signed by the
respondent, the complainant and the Director of the Office of
Human Relations Programs. The agreement shall be available to
the President, the Equity Administrator, and to the Chair of the
Senate Human Relations Committee, upon request.
L. If a finding of probable cause is made but no mutually
satisfactory solution can be reached under the procedures
outlined in Section K immediately preceding, the Office of Human
Relations Programs shall initiate the following procedure: the
Office shall notify the Senate Human Relations Committee of the
failure to reach a mutually satisfactory solution, whereupon
providing the complainant requests in writing a Human Relations
Grievance Hearing, a Human Relations Grievance Committee shall be
selected according to the procedures described in Article IV
following. A Grievance hearing shall be closed unless both
parties to the dispute agree that the hearing, or any part
thereof, shall be open to the public. All parties to the dispute
shall be sent within five (5) working days of the written request
of such a hearing, written notification of the time and place of
the beginning of the hearing and a specific statement of the
charges. Hearings shall be held as promptly as is consistent
with allowing adequate time for the parties to prepare their
cases. Continuances may be granted within the discretion of the
Office of Human Relations Programs. All parties shall have ample
opportunity to present their facts and arguments in full during
the hearing. All findings, recommendations and conclusions by
the Grievance Committee shall be based solely on the evidence
presented during the hearing, and shall be based on a
preponderance of the evidence having probative effect.
The burden of proof rests with the complainant. The Grievance
Committee may be assisted by an adviser. All the parties to the
dispute and the Grievance Committee may invite persons to testify
during the hearing. Each side shall have the right to
cross-examine witnesses. Each party has the right to be
represented by counsel or other representative, but the
University has no obligation to provide such counsel for any
party to the dispute. If a party intends to be represented by
legal counsel during the hearing, he/she shall inform the Office
of Human Relations Programs of this fact no later than 72 hours
prior to the hearing, and that Office shall provide that
information to the other party or parties. A verbatim record
shall be kept of all sessions in which testimony and evidence is
presented regarding the case, and this record shall be made
available to all parties to the dispute at the conclusion of the
proceedings. Upon request, the Chair of the Grievance Committee
may, in his or her discretion, recess the hearing to permit
review of the record by one or more parties in the conduct of
their case.
The Chair of a Human Relations Grievance Committee with the
advice of the adviser, if there is one, shall rule on all matters
of procedure and admissibility of evidence. Any member of the
Committee not concurring in the ruling of the Chair may request a
closed session of the Committee for debate on the point. A
majority vote of the Committee will determine the final decision.
Formal rules of evidence shall not be applicable to any hearing
before a Human Relations Grievance Committee, and any evidence or
testimony which the Committee believes to be relevant to a fair
determination of the complaint may be admitted. The Committee
reserves the right to exclude incompetent, irrelevant, immaterial
and repetitious evidence."
M. In cases of allegations regarding prohibited discrimination
concerning academic employment matters, a Human Relations
Grievance Committee shall not substitute its judgment of academic
competence for the judgment of the appropriate colleagues of the
complainant. The function of the Grievance Committee shall be to
determine:
1. whether there were clearly enunciated University, Campus and
Departmental standards, policies, procedures and priorities
by which to assess the merit of the complaint, and whether
the complainant was given a reasonable opportunity to
demonstrate his or her academic merit;
2. whether the stated standards, policies, procedures and
priorities were applied to the complainant in a
nondiscriminatory manner.
N. Within ten (10) working days after hearing all the evidence and
arguments, the Human Relations Grievance Committee shall prepare
a written decision based solely on the evidence presented at the
hearing. This decision shall include a summary of the evidence
before the Committee and the Committee's findings as to whether
or not a violation of the Code has occurred, and the
recommendations of the Committee. Grievance Committees may
recommend whatever forms of relief they deem appropriate, but
must take due cognizance of the limitations imposed by State law
and by the procedures established by the Board of Regents, for
example, the procedures by which promotion in academic rank is
achieved. Within five (5) working days after the decision has
been filed in the Office of Human Relations Programs, the
Director of that Office will formally notify all parties to the
dispute, the President and the Senate Human Relations Committee
of the decision.
O. The President shall within ten (10) working days of his or her
receipt of the decision of the Human Relations Grievance
Committee issue an order specifying what actions, if any, must be
taken by individuals or groups found to be guilty of violating
the provisions of this Code.
P. When a hearing has been scheduled by an outside agency or court,
the Office of Human Relations Programs may, with the approval of
the Senate Human Relations Committee, prior to the convening of a
Human Relations Grievance Committee to hear a case, postpone or
terminate the Campus grievance proceedings when such postponement
or termination is in its judgment warranted by administrative
considerations such as staff limitations and workload, or at the
request of a party upon a showing that the Campus hearing will
either conflict with the off-Campus hearing, or that
participation in the Campus hearing will unreasonably burden a
party's preparation of his or her case or otherwise work to his
or her prejudice. Such postponement or termination shall be
reported to the complainant, respondent and President. In any
case where a complaint has been the subject of prior
administrative or judicial resolution or where a complaint
becomes the subject of such resolution during the course of
proceedings under this Code, the procedures of this Code will not
be applicable or will terminate, as the case may be.
Q. The President shall provide a written explanation of his or her
order whenever that order is not in keeping with the findings and
recommendations of the Human Relations Grievance Committee. This
explanation shall be sent to all parties to the dispute, to the
Chair of the Senate Human Relations Committee, to the Director of
the Human Relations Programs and to the of the Senate. The Chair
of the Senate Human Relations Committee Chair shall report to
the Senate Executive Committee concerning the order and
explanation at the next meeting of the Executive Committee, and
that body shall put the matter on the agenda of the next meeting
of the Senate.
R. When required by law, copies of the Human Relations Grievance
Committee's findings and recommendations and of the President's
order and explanation, if any, shall be sent to the State and
Federal agencies charged with enforcement of Article 49B of the
Annotated Code of Maryland and the Equal Employment Opportunity
Act of 1968 or their successors.
S. When a complainant receives a decision on his or her charge of
discrimination from a Human Relations Grievance Committee that
decision shall not be subject to review under any grievance
procedure in force on the Campus.
T. No affirmative relief shall be made to a complainant by the
University unless the complainant executes the following release
as part of a settlement agreement:
The complainant hereby waives, releases and covenants not to sue
the University of Maryland or its officers, agents or employees
with respect to any matters which were or might have been alleged
as charges filed under the Human Relations Code in the instant
case, subject to performance by the University of Maryland, its
officers, agents and employees, of the promises contained in this
settlement agreement.
ARTICLE IV
CONSTITUTION OF HUMAN RELATIONS GRIEVANCE COMMITTEE
A. A Human Relations Grievance Committee shall consist of five (5)
members selected by an affirmative vote of at least 2 members of
a Selection Panel consisting of:
1. The Vice President of the unit of the Campus within which
the alleged discrimination falls. In cases of disputed
jurisdiction, decisions as to which Vice President shall
participate will be made by the several Vice Presidents.
2. The Director of the Office of Human Relations Programs.
3. The Chair of the Senate Human Relations Committee.
If any of these persons is unable to participate, he or she shall
designate a suitable replacement.
B. The selection of a Human Relations Grievance Committee shall be
made in such a way as to promote a fair and impartial judgment.
An effort shall be made to constitute the Grievance Committee of
persons reasonably familiar with the kind of employment or other
situation which the case concerns.
C. A determined effort shall be made to gain the consent of
complainant and respondent concerning the membership of the
Grievance Committee. If in the judgment of the Selection Panel
such efforts become unreasonably prolonged, membership will be
determined by majority vote of the Selection Panel.
D. None of the members of a Grievance Committee shall have been
involved in the action which is the subject of the complaint.
This Selection Panel shall remove a member of a Grievance
Committee whenever they find that member to have a personal
involvement in that case; and may excuse a member from serving on
the Grievance Committee on grounds of illness or on other
reasonable grounds.
E. Members of the Senate Human Relations Committee shall not be
eligible concurrently for inclusion on Human Relations Grievance
Committees.
F. The Chair of a Human Relations Grievance Committee shall be
elected by the members of the Committee.
G. Members of a Human Relations Grievance Committee and those
officially involved in a hearing shall not be penalized either
academically or financially for time missed from work or classes
during official meetings of the Committee.
ARTICLE V.
THE EQUAL EDUCATION AND EMPLOYMENT OPPORTUNITY OFFICER
A. Equal Education and Employment Opportunity (EEEO) Officers shall
be instrumental in the implementation of the Human Relations Code
within each unit of the Campus.
B. Employees on all levels within each unit of the Campus will have
access to the assistance of an EEEO Officer. In non-academic
units, EEEO Officers shall be elected by unit employees under the
supervision of the Equity Administrator within whose
responsibility the unit falls, or shall be selected by unit
Director in consultation with the appropriate Equity
Administrator, in either case in accordance with the Affirmative
Action Plan of that unit. EEEO Officers in the academic units
shall be chosen in the manner prescribed by each unit.
C. The functions of EEEO Officers shall include but not be limited
to:
1. Advising unit administrators with respect to the preparation
plans, procedures, regulations, reports, and other matters
pertaining to the Campus Human Relations Program.
2. Evaluating periodically the effectiveness and sufficiency of
unit Affirmative Action Plans and other unit plans in
relation to the goals of this Code, and reporting these to
unit administrators with recommendations as to what
improvements or corrections are needed.
3. Participating in the development of policies and programs
within units with respect to hiring and recruitment,
training and upgrading, and in all matters pertaining to the
elimination of discrimination prohibited by this Code. If a
unit fails to develop policies and programs of this nature,
it is the task of the EEEO Officer to act in an advocacy
role and call this fact first to the attention of the unit
administrator, and if no responsive action ensues, then to
the Equity Administrator. The EEEO Officer is free at all
times to report such cases directly to the Office of Human
Relations Programs and the Senate Human Relations Committee.
4. Serving in a liaison capacity between the unit to which
he/she is assigned and all segments of its personnel and
attempting to remedy problems brought to his or her
attention regarding alleged discrimination.
5. Advising students or employees of the unit who have reason
to believe that discrimination as defined in this Code is
occurring. At the request of the aggrieved person the EEEO
Officer shall keep any or all aspects of the grievance
confidential until a formal complaint has been filed. If
the aggrieved so requests, the EEEO Officer shall attempt to
resolve the matter, calling upon the assistance of the
Equity Administrator where appropriate. The EEEO Officer
will keep a record of such advisory and conciliatory
activities and periodically brief the Equity Administrator.
6. Advising and otherwise aiding complainants in making formal
complaints under this Code. When a complaint is filed with
an EEEO Officer, the complaint shall be forwarded by that
officer within five (5) working days to the Equity
Administrator and the Office of Human Relations Programs.
The EEEO Officer shall be available to assist in a
preliminary investigation of the complaint conducted under
the general supervision of the Office of Human Relations
Programs, to determine whether there is probable cause to
believe that prohibited discrimination has occurred.
7. Making recommendations to the Office of Human Relations
Programs to help facilitate human relations programs on
Campus.
8. Assisting units in publicizing the functions of EEEO
Officers.
9. Collecting pertinent information regarding hiring, upgrading
and promotion opportunities within units and disseminating
such information to appropriate personnel.
D. The EEEO Officer shall have the full support of the unit or
college administration and the Office of Human Relations
Programs. The EEEO Officer shall be afforded reasonable time
from other regular duties to perform the functions of the office.
These functions shall qualify as part of a workday in the case of
a staff member and as partial fulfillment of required committee
loads in the case of faculty. The EEEO Officer shall be free
from interference, coercion, harassment, discrimination or
unreasonable restraints in connection with the performance of the
duties specified in this Code.
ARTICLE VI.
EFFECTIVE DATE
This Code shall be effective as revised as of April 6, 1998.
|
