In the event that a member of the West Chester University Community feels that they
have been the subject of discrimination on the basis of race, religion, sex, national
origin, ancestry, age, marital status, sexual orientation, disability or veteran status
which is a violation of the University's Affirmative Action - Equal Opportunity Policy
Statement, the matter should be brought to the attention of the Office of Equal Opportunity
and Compliance.
The Director for Equity and Compliance will be responsible for making an initial determination
as to whether the allegations may represent a violation of the University's Affirmative
Action - Equal Opportunity Policy. If it is determined that the allegations do not
constitute discrimination, the complainant will be so advised and they will be advised
of any other recourse that might be appropriate. The Director for Equity and Compliance
has the right to refer the case to other appropriate officials if it appears there
may be violations of University policies other than the Affirmative Action - Equal
Opportunity Policy. If it is determined that the allegations may constitute discrimination,
the complainant may choose to follow either the formal or informal process outlined
below.
The informal process, which will not result in disciplinary proceedings, includes
efforts to mediate a resolution upon which both the complainant and the individual
accused can agree.
The complainant initiates the informal procedure by filing a written complaint with
the Office of Equal Opportunity and Compliance. After reviewing the complaint and
making an initial determination that the allegations may represent a violation of
the University's Affirmative Action - Equal Opportunity Policy, the Director for Equity
and Compliance will contact the accused to arrange a meeting to inform the individual
of the complaint and to inform him or her of the process. If the complainant is a
student enrolled at the time in the class of the accused, he or she may request that
notification and mediation be delayed until after the completion of the semester.
Upon receipt of the complaint, notification to the accused of the allegations, the
complainant's desire for mediation, and the accused's concurrence to the informal
process, the Director for Equity and Compliance may facilitate a resolution or appoint
a mediator(s) and notify the parties of the mediator(s) identity. Mediation occurs
by mutual consent, therefore, at any stage of the mediation process either party has
the opportunity to withdraw from the process.
The mediator(s) will serve as the facilitator(s) to seek resolution. Information regarding
the circumstances and perceptions of the complainant will be shared by the mediator
with the accused and the accused will have an opportunity to respond. Depending upon
the circumstances of the complaint and/or the willingness of the complainant to meet
with the accused, the mediation may be conducted by separate discussions with the
accused and the complainant or by meetings in which both parties are present. At the
conclusion of the mediation, the mediator(s) will provide a written statement of the
resolution agreed to by both parties to the Director for Equity and Compliance. The
director will send a written summary of the outcome to the parties.
If either party chooses to withdraw from the mediation process at any time, or if
the complainant is not satisfied with the outcome of the informal process, the complainant
may choose to go forward with the University's formal complaint procedures or may
pursue the matter through external agencies.
If the Director for Equity and Compliance makes a determination that there is a need
for a formal investigation, the formal process may be initiated on behalf of the University.
All written summaries of the informal complaint process will be maintained by the
Office of Equal Opportunity and Compliance for a period of 5 years. No written record
will be forwarded to the official personnel file.
Formal procedures, which may result in a disciplinary proceeding, include an investigation
and review process. The investigatory procedure is not intended to interfere with
any legal rights an employee or student has under the statutes and other laws of the
Commonwealth of Pennsylvania or the government of the United States of America, or
an employee's collective bargaining agreement.
The complainant initiates the formal process by filing a formal written complaint
with the Office of Equal Opportunity and Compliance. After reviewing the complaint
and making an initial determination that the allegations may represent a violation
of the University's Affirmative Action - Equal Opportunity Policy, the accused will
be informed of the allegations in accordance with Article 42 of the APSCUF collective
bargaining agreement or other appropriate agreements. The Director for Equity and
Compliance or designated staff member will meet with the accused to review the complaint,
outline the formal procedures and make him/her/them aware of their rights to union
representation.
The Director for Equity and Compliance will provide an opportunity to meet with the
accused in a timely manner to review the formal complaint and the University's non-discrimination
policy. The employee may choose to be accompanied by a union representative at this
meeting.
After accepting a written formal complaint, Director for Equity and Compliance will
appoint a fact finder. When appropriate, as determined, two fact finders may be assigned
to a case. The Director for Equity and Compliance will notify the parties of the fact
finders' identities. In addition, the appropriate manager, supervisor and/or chairperson
will be advised. Fact finders are specially trained and impartial faculty or staff
member. The fact finders' role is to investigate the complaint and to make findings
of fact pertaining to the complaint. The investigation may include, but is not limited
to accessing records and interviewing the complainant, accused and others who may
have relevant information. The fact finders have sole discretion to determine the
scope and format of the investigation.
The fact finders will submit a report of their findings to the Director for Equity
and Compliance. The Director for Equity and Compliance will formulate an opinion as
to whether there has been a violation of the University's Affirmative Action - Equal
Opportunity Policy which prohibits discrimination.
If it is the opinion of the office that there is not enough evidence to warrant a
finding of discriminatory conduct, the complainant and the accused will be so notified
and the case will be closed. The Office of Equal Opportunity and Compliance however,
maintains the right to refer the case to other appropriate University officials if
it appears that there may be violations of University's Misconduct Policy or other
University policies that do not constitute discrimination.
If it is the opinion of the Director for Equity and Compliance that there is reasonable
cause to believe that the University's Affirmative Action-Equal Opportunity Policy
has been violated, the office will forward the fact-finders' report, the Review Panel's
recommendations and the Director for Equity and Compliance's opinion to the appropriate
manager. Copies of these documents will also be provided to the accused.
The manager will utilize the existing University pre-disciplinary conference procedures
ensuring that the accused employee has the opportunity to be represented, if so desired,
by his or her union representative during the pre-disciplinary conference. At the
pre-disciplinary the accused will have an opportunity to rebut the findings of the
fact finders' report, and the opinion of the Director for Equity and Compliance.
After completing the pre-disciplinary conference, the manager in consultation with
the Associate Vice President for Human Resource Services and other University officials,
as needed, will determine if discipline is appropriate and what level of discipline
should be imposed. Possible disciplinary actions for violation of the University's
Affirmative Action - EEO Policy include oral or written reprimand, suspension, or
termination of employment. The manager is not bound by the opinion of the Director
for Equity and Compliance and reserves the right to make his or her own final determination.
Disciplined employees will have the right to appeal and/or grieve management's decision
to the extent provided in the appropriate policy and/or collective bargaining agreement.
The complainant will receive written notification of the final disposition of the
complaint. If the complainant finds the resolution or disciplinary action unsatisfactory
he or she may pursue the complaint with the appropriate external agencies.