I.
POLICY
The University
of Iowa Office of Equal Opportunity and Diversity investigates complaints
of discrimination pursuant to the University's Policy on Human Rights,
which provides, in part:
The University
of Iowa brings together in common pursuit of its educational goals
persons of many nations, races,
and creeds. The University is guided
by the precepts that in no aspect of its programs shall there be differences
in the treatment of persons because of race, creed, color, national origin,
age, sex, disability, sexual orientation, gender identity, or any other
classification that deprives the person of consideration as an individual,
and that equal
opportunity and access to facilities shall be available to all. Among the
classifications that deprive the person of consideration as an individual
are those based on associational preference. [1]
II.
PROCEDURES
A.
Parties
Any student,
staff member, or faculty member may file a complaint of discrimination
with the Office of Equal Opportunity and Diversity
against any other member of the university community who is believed
to have violated the policy. Where appropriate, such complaints
may be filed against units, departments, or other organizational components
of the University.
B. Complaint
options
Persons who believe they have been subjected to discrimination
in violation of the policy may file either informal or formal complaints
with the Office of Equal Opportunity and Diversity.
1. Informal
complaints
An informal complaint is a request that the Office of
Equal Opportunity and Diversity seek to reach an informal resolution
of the complainant's concerns. The procedures for such complaints
are designed to be very flexible so as to enable the Office to be
able to address an individual's situation in the most effective
and expeditious manner possible. Resolutions of informal complaints
are accomplished with the assistance of other offices or administrators
on campus in the area relevant to the complaint.
In the
case of an informal complaint, the accused party normally will not
be informed of the complainant's action or identity without the
consent of the complainant unless circumstances require. No disciplinary
action can be taken against the accused party on the basis of a
complaint of which the accused party has not been informed.
2. Formal
complaints
A formal complaint of discrimination involves an impartial
investigation of the complainant's allegations by the Office of
Equal Opportunity and Diversity. The investigation begins when the
Office provides written notice to the respondent of the filing of
the complaint, the identity of the complainant, and the general
allegations of the complaint. The respondent is then interviewed
regarding the specifics of the allegations and given an opportunity
to respond fully to the allegations. The Office may also interview
other persons believed to have factual knowledge relevant to the
allegations. The purpose of the investigation is to establish whether
a reasonable basis exists to believe that the Policy on Human Rights
has been violated as alleged.
The
Office of Equal Opportunity and Diversity will issue written findings
outlining the basis for its conclusions. The written finding normally will be issued within 45 days of when the complaint was filed. When it is not reasonably possible to issue the finding within that time, the Office of Equal Opportunity and Diversity will notify the alleged victim and the respondent that the finding will be delayed and indicate the reasons for the delay. This report is provided to the administrative
official responsible for the area in which the respondent is involved
and the chief administrative officer in the unit (i.e., the Provost
in a complaint filed against a faculty member; the Vice President
for the unit in the case of a staff member; or the Vice President
for Student Services and Dean of Students in the case of a student).
Both the complainant and the respondent also receive copies of the
finding.
If the
Office of Equal Opportunity and Diversity concludes that a complaint
of discrimination is founded, the administrative official to whom
the finding has been forwarded is responsible for determining whether
a sanction is appropriate. Appropriate sanctions may range from
verbal reprimand up to and including separation of the respondent
from the University, in accordance with established University procedures.
If the
complainant is not satisfied with the outcome of the formal complaint
process, he or she may request review of the finding by the director
of the Office of Equal Opportunity and Diversity or by the
Office of the General Counsel. If the respondent wishes to challenge
any
sanctions
imposed
as a
result
of a finding, he or she may utilize available grievance procedures.
C. Confidentiality
The
Office of Equal Opportunity and Diversity treats as confidential information
received in connection with the filing, investigation, and resolution
of complaints. It is anticipated and expected that the parties
to
a complaint will observe the same standard of strict confidentiality.
This practice is in the best interests of all parties to the complaint.
Failure to respect confidentiality may be regarded as retaliation.
In keeping
with this practice, the Office of Equal Opportunity and Diversity
will obtain the complainant's written authorization to collect and
discuss
information relating to the complaint with other appropriate individuals,
either witnesses or administrators who need to be informed of the
allegations of the complaint in order to cooperate with the investigation
or to implement
any resolution of the complaint.
D. Inquiries
The Office
of Equal Opportunity and Diversity will provide general information
about the complaint procedures upon request. However, if an
individual wishes to discuss a specific incident confidentially without
filing
a complaint, he or she should contact the Office of the Ombudsperson,
C108 Seashore Hall, 335-3608.
[1]
The Policy on Human Rights was amended in 1986 to incorporate the Policy
on Sexual Harassment and Consensual Relationships. In 2002, the Policy
on Sexual Harassment and the Policy on Consensual Relationships were
separated and revised. Violations of those policies are also investigated
by the Office of Equal Opportunity and Diversity. Copies
of these policies including complaint procedures are available upon
request from:
Office
of Equal Opportunity and Diversity
202 Jessup Hall
Iowa City, Iowa 52242-1316
(319) 335-0705 (voice)
(319) 335-0697 (text)
E-mail: diversity@uiowa.edu
Updated
on 12/12/05© Copyright 2002 by Office of Equal Opportunity
and Diversity, University of Iowa
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