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Policies and Procedures Main Page
 The City University of New York Employment
Discrimination Complaint Procedure
This equal employment opportunity procedure applies to all job applicants
and employees and in some instances, former employees of The City University
of New York. Students employed by The City University of New York have
the right to equal employment opportunity in their capacity as employees.
This procedure for handling allegations of discrimination is objective
and impartial, designed to assist in resolving equal employment opportunity
issues and in investigating alleged illegal discrimination. This process
does not supplant any rights employees may have to pursue allegations
of discrimination through a collective bargaining agreement that includes
discrimination as a ground for grievance, or any other rights conferred
by law.
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The City University of New York places a strong emphasis on prompt action
to resolve complaints alleging discrimination. Members of the University
community who believe themselves to have been discriminated against are
strongly encouraged to report allegations as promptly as possible. Delay
in making a complaint may make it more difficult for the college to investigate
the allegations.
A. Consultation with the Affirmative
Action/Equal Employment Opportunity (AA/EEO) Officer
A job applicant, employee, or former employee who wishes to make
a complaint related to equal employment opportunity or affirmative
action may consult with the Affirmative Action/Equal Employment Opportunity
(AA/EEO) Officer of the college2
Each vice president, dean, director, department chairperson, administrator,
or other person with managerial or supervisory authority who becomes
aware that an applicant
or employee believes that s/he has been discriminated
against should advise that applicant or employee of her/his right to contact
the AA/EEO Officer.
An employee has the fight to meet privately with the AA/EEO Officer during
working hours; however, the employee should obtain approval for leaving
his/her work assignment. An employee need not disclose the details of
the purpose of the meeting with the AA/EEO Officer to the supervisor.
Managers and supervisors shall allow employees to meet with AA/EEO Officer
at the earliest practicable time consistent with the operational needs
of their units. The AA/EEO Officer may arrange to meet with an employee
outside the college when necessary in order to ensure confidentiality.
At an employee's request, arrangements may also be made to hold meetings
before or after working hours or during the employee's lunch period.
The initial consultation provides an opportunity for the AAJEE0 Officer
to learn the general nature of the employee's allegations and to determine
whether those allegations would, if demonstrated to be true, violate any
law, regulation or policy related to equal employment opportunity or affirmative
action. If the facts presented do not point to any violation of law, regulation
or policy related to equal employment opportunity or affirmative action,
the complainant will be so advised. The AA/EEO Officer, whenever possible,
will provide information about other college or University offices that
might provide guidance or assistance to the employee.
There may be circumstances where the AA/EEO Officer initiates an investigation
of a matter that has come to the attention of the college, even when no
specific complaint has been made.
B. Using the Grievance Procedure
In lieu of consulting with the AA/EEO Officer, employees who are covered
by collective bargaining agreements may use their contractual grievance
procedures, within the time limits provided in those agreements, to report
allegations of discrimination. Employees choosing this avenue should contact
their union representative directly.
C. Using External Agencies
Although the college would prefer the opportunity to investigate allegations
of discrimination internally and remedy situations where the law or
college and University policies have been violated, a complainant
may, at any time, file a complaint of discrimination with a city,
state or federal administrative agency that enforces the law prohibiting
discrimination. The names and contact information for such agencies
are here.
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2 Issues of discrimination in the form of sexual harassment may be referred
to a college's Sexual Harassment Panel. Requests for accommodations of
a disability may be directed to a college's ADA Coordinator.
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