To discriminate socially is to make a distinction between people on the basis of class or category without regard to individual merit. Examples include racial, religions, sexual, sexual orientation, disability, ethnic, height-related, and age-related discrimination.

Policy and Procedures on Filing Complaints

Any member of the Stevens community who believes that he or she has been discriminated against on the grounds of race, color, religion, sex, national origin, political affiliation, handicap or age or other non-merit factors in one of the processes such as hiring, promotion, classification, compensation, benefits, transfers, layoffs, returns from layoff, reinstatement, training and education, discipline, job assignments or performance evaluation, may file a formal complaint with the Dean of the Faculty or Office of Human Resources and the complaint will be processed for investigation. No one will not be coerced, intimidated, interfered with, or discriminated against for filing a complaint or assisting in an investigation under these regulations.

Members of the Stevens community may file informal or formal complaints of discrimination. Individuals registering informal complaints will be informed of their right to file a formal complaint; however, all efforts will be made to resolve the issue on an informal basis if the complainant wishes. Informal complaints may be registered with any member of the Affirmative Action Committee. The following procedural methods and time frames apply only to the handling of formal complaints.

1. All formal discrimination complaints must be in writing. They may be submitted to the Affirmative Action Officer, Katherine Connors, Human Resources, Howe Center, 7th Floor, (201) 216-5124.

2. Complaints are to be filed within fifteen working days of the occurrence of the alleged act of discrimination with the Affirmative Action Officer.

It is unlawful to retaliate or take reprisals in any way against an employee who has articulated a good faith concern about sexual harassment or discrimination against him or her or against another individual.

If complainant or Department desires a hearing, it must be requested, in writing, within 30 calendar days of the notice.

If you believe that you have been subjected to any affirmative action discrimination, you are encouraged to act as follows:

1. Select the Affirmative Action Committee Member with whom you feel most comfortable discussing your situation. All Committee Members will adhere to a strict level of confidentiality. (Any Committee Member who is the subject of a complaint will not participate in that particular case).

2. The Committee Member will help you determine whether or not the problem can be handled informally. Informal avenues include a variety of approaches such as helping you talk with or write a letter asking the person to stop the harassing behaviors. Often an informal approach will stop the behavior to your satisfaction and the case can be closed without taking further action.

3. If an informal approach does not stop the problem, the situation will be handled formally. A minimum of two committee members will conduct an investigation into your complaint.

4. Within 30 days of your initial complaint, the investigation team will present its results to the Affirmative Action Committee for a hearing and determination. Both you and the accused will be present to answer any additional questions and/or make a statement. The committee will make a determination and recommend appropriate actions.

5. If all parties are satisfied with the findings and recommendations of the committee, a disposition form is forwarded to the Affirmative Action Officer for review and final determination.

6. If either party is dissatisfied with the committee's decision, an appeal can be filed within 14 days to the Affirmative Action Officer. The Officer can either determine if either party did not receive fair treatment and ask the Committee to review its findings, or determine that the Committee's suggested action was inappropriate and ask it to reconsider its suggested action. The Committee then meets again to either confirm or revise its original recommendations and forwards another disposition form to the Affirmative Action Officer for determination.

7. If still dissatisfied, either party may make a final appeal to the President after completion of the procedures above. At this stage, and advisor or legal counsel may be present. The President may either accept or reject the Committee's and/or Affirmative Action Officer's recommendations.