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Policies and Procedures Main Page
 The City University of New York Employment
Discrimination Complaint Procedure
This procedure seeks to protect the privacy of persons making inquiries
about their rights, as well as the rights of persons otherwise involved in
an investigation. Therefore, while it is not possible to provide absolute
confidentiality, the entire complaint, investigation and resolution
process will be handled discreetly. Information concerning the process
will be divulged only on a need-to-know basis. All parties to the process
are requested to adhere to a similar standard of discretion.
The AA/EEO Officer will maintain records of all complaints of
discrimination whether they are processed through ADF, an internal
investigation or by an outside agency.
it is a violation of federal, state and city law, as well as
University and college policy, to retaliate against any person for
opposing discrimination, filing a complaint, or participating in a
proceeding to determine if discrimination has occurred. Complaints of
retaliation will be investigated and a finding reached. Where findings
warrant, appropriate disciplinary action will be taken.
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Applicants and employees are encouraged to consult with the AA/EEO Officer
as soon as they become aware of an alleged violation. Delays in reporting
allegations may impair the ability of the AA/EEO Officer to conduct a
proper investigation and reach a resolution. Thus, employees are
encouraged to report allegations immediately. Also, time limits, some of
which are extremely short, apply when filing complaints with external
agencies or when filing grievances under collective bargaining agreements.
Those administrative agencies and/or labor relations representatives
should be consulted directly for time limits and other filing requirements
(see last page.)
This policy and procedure may be revised at any time to remain current
with the law and University and college policy.
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