Equity & Diversity

Discrimination, Harassment & Retaliation

Executive Order 1096:  Systemwide Policy Prohibiting Discrimination, Harassment and Retaliation Against Employees and Third Parties and Procedures for Handling Discrimination, Harassment and Retaliation Allegations by Employees and Third Parties.

Executive Order 1097:  Systemwide Policy Prohibiting Discrimination, Harassment & Retaliation (DHR) Against Students and Procedure for Handling DHR Complaints Against Students.

DISCRIMINATION & HARASSMENT COMPLAINT FORMS:

Information for Complainants

We are neutral.  The Office of Equity & Diversity (E&D) is committed to providing a fair and unbiased review.  Our investigations are focused on the information available.  We do not represent or advocate on behalf of any party.

We help Complainants find the right process.  E&D reviews matters concerning discrimination, harassment and retaliation based on a protected status.  If E&D is not best suited to address your concerns, E&D will provide information to help you determine the appropriate office.

Support person.  The Complainant and Respondent may bring a support person to any meetings with the Investigator. We request that Complainants and Respondents please let us know in advance if they will be doing so.

Understanding the complaint.  The first step the Investigator takes in an investigation is to gather information about the complaint.  This usually involves interviewing the Complainant and gathering all information the Complainant has, including documentation and names of witnesses, if any. 

Anonymity.  Complainants frequently ask if Respondents with be told they raised concerns. Respondents are provided with enough information about the allegations to allow them a fair opportunity to respond, and the level of detail necessary to do that varies depending on the circumstances surrounding the incident.  The University cannot always honor a request for complete confidentiality as it must weigh that request against the obligation to provide a safe, non-discriminatory environment for all students, employees and third parties.  In those situations, Complainants will be informed prior to the start of an investigation that to the extent possible, information will be shared only with those responsible for handling the University’s response.  E&D will remain mindful of a Complainant’s well-being and will take ongoing steps to protect individuals from retaliation.

Interim Measures. E&D will connect Complainants with appropriate on-campus and off-campus resources and confidential support services.  If the complaint involves sexual harassment, including sexual violence, E&D may also assist with measures including academic, housing, and/or workplace modifications.

Interviewing the Respondent.  After E&D understands the nature and scope of the complaint, the Respondent is notified of the allegations and given a full and fair opportunity to respond.  The Respondent is also asked to provide any documentation and to identify any witnesses relevant to the complaint.  The Complainant is not present during the Respondent’s interview and vice versa.

Gathering other information.  E&D will interview witnesses and review documents that it believes is relevant to the situation.  E&D may also contact the Complainant and the Respondent with additional questions or to request additional information throughout the investigation.

Review.  All information and documentation provided by either party, or by witnesses interviewed during the course of an investigation, may be considered for final determination as to whether a violation of university policy occurred.

Decision and follow up.  If E&D determines that discrimination, harassment or retaliation has occurred in violation of university policy, relevant campus administrators will be notified to take appropriate action aimed at addressing the misconduct, preventing its recurrence and remedying its effects.  Both parties will receive simultaneous written notice of the outcome of the investigation.

Appeal Rights.  Depending on whether a formal complaint was filed in accordance with applicable university and CSU policies, Complainants may if s/he is not satisfied with the determination.

Retaliation.  The University has a strong policy against retaliation.  Complainants or witnesses who believe they are being subjected to retaliatory behavior are encouraged to immediately contact E&D.

More information.  If you have any other questions about the investigation or investigation process, please do not hesitate to contact E&D at (818) 677-2077.  

 

Information for Respondents/Accused

We are neutral.  The Office of Equity & Diversity (E&D) is committed to providing a fair and unbiased review.  Our investigations are focused on the information available.  We do not represent or advocate on behalf of any party.

We help Complainants find the right process.  E&D reviews matters concerning discrimination, harassment and retaliation based on a protected status.  If E&D is not best suited to address your concerns, E&D will provide information to help you determine the appropriate office.

Support person.  The Complainant and Respondent may bring a support person to any meetings with the Investigator. We request that Complainants and Respondents please let us know in advance if they will be doing so.

Understanding the complaint.  The first step E&D takes in an investigation is to gather information about the complaint.  This usually involves interviewing the Complainant and gathering all information the Complainant has, including documentation and names of witnesses, if any.  The Respondent is not present during the Complainant’s interview and vice versa.

Anonymity.  Respondents are provided with enough information about the allegations to allow them a fair opportunity to respond, and the level of detail necessary to do that varies depending on the circumstances surrounding the incident.  The University cannot always honor a request for complete confidentiality as the University must weigh that request against the obligation to provide a safe, non-discriminatory environment for all students, employees and third parties

Interim Measures. E&D will connect Complainants and Respondents with appropriate on-campus and off-campus resources and confidential support services.  If the complaint involves sexual harassment, including sexual violence, E&D may also assist with measures including academic, housing, and/or workplace modifications.

Interviewing the Respondent.  After E&D understands the nature and scope of the complaint, the Respondent is notified of the allegations and given a full and fair opportunity to respond.  The Respondent is also asked to provide any documentation and to identify any witnesses relevant to the complaint.  

Gathering other information.  E&D will interview witnesses and review documents that it believes is relevant to the situation.  E&D may also contact the Complainant and the Respondent with additional questions or to request additional information throughout the investigation.

Review.  All information and documentation provided by either party, or by witnesses interviewed during the course of an investigation, may be considered for final determination as to whether a violation of university policy occurred.

Decision and follow up.  If E&D determines that discrimination, harassment or retaliation has occurred in violation of university policy, relevant campus administrators will be notified to take appropriate action aimed at addressing the misconduct, preventing its recurrence and remedying its effects.  Both parties will receive simultaneous written notice of the outcome of the investigation.

Appeal Rights.  Depending on whether a formal complaint was filed in accordance with applicable university and CSU policies, Complainants may appeal if s/he is not satisfied with the determination.

Retaliation.  The University has a strong policy against retaliation.  Complainants or witnesses who believe they are being subjected to retaliatory behavior are encouraged to immediately contact E&D.

More information.  If you have any other questions about the investigation or investigation process, please do not hesitate to contact E&D at (818) 677-2077.