Fenton Hall

Discrimination Procedure for Faculty/Staff

Who to contact

Dr. Vicki T. Sapp, Chief Diversity, Equity, and Inclusion Officer Affirmative Action Officer/Title IX Coordinator/ADA Compliance Officer

Discrimination Complaint Procedure for Faculty/Staff

An employee who participates in dispute resolution has the right to do so without fear of retaliation. It will be made clear that retaliation against an employee, a student or a witness who has filed a discrimination complaint will result in appropriate sanctions or other disciplinary action as covered by collective bargaining agreements, and/or applicable University policies.

To submit a Bias, Discrimination, or Title IX report, or if you are a mandated reporter, please use this secure form:

Submit a Bias, Discrimination, or Title IX Report
 

If a faculty or staff member wishes to file an informal or formal complaint with the Affirmative Action Officer/Title IX Coordinator using the SUNY Charge of Discrimination form, they must do so within 180 calendar days following the alleged discriminatory act. Although neither informal nor formal complaints may be made anonymously, the University ensures the privacy of all parties involved.

If a complainant elects to have the matter dealt with in an informal manner, the Affirmative Action Officer/Title IX Coordinator will attempt to reasonably resolve the problem to the mutual satisfaction of the parties. The complainant and the respondent will receive notification of the agreed-upon resolution.

If a formal complaint is filed, the Affirmative Action Officer/Title IX Coordinator forwards the complaint to the Chairperson of the University's Affirmative Action Committee. The Chairperson of the Committee refers the complaint to a three-person panel, which reviews all relevant information. The Chairperson of the panel submits a summary of its findings and the Panel's recommendation(s) for further action to the President. The President then issues a written statement indicating what action they proposes to take. The action may include, but not be limited to, termination, demotion, reassignment, suspension, reprimand, or training. For employees in collective bargaining units, the President may determine that sufficient information exists to refer the matter to their designee for investigation and disciplinary action or other action as may be appropriate under the applicable collective bargaining agreement.

For a full description of the process, please see the SUNY Complaint Procedure for the Review of Allegations of Unlawful Discrimination.