政策: 1. 初步的问题. - 本指引的目的. 这些准则旨在确保歧视和报复投诉得到及时处理, 有效地, 和公平. These Guidelines are not strict rules and the Office of Diversity, Equity and Inclusion (ODEI) can deviate from them, 只要它认为合适, to respond 有效地 和公平 to individual complaints. These Guidelines do not create contractual rights for the parties.
- 提出投诉的时限. 投诉必须在违规事件或最近违规事件发生后60天内提出. The University reserves the right, 自行决定, 对超过60天存档期的投诉进行调查并采取行动. Such acceptance is not intended to, nor shall it; waive timeliness defenses the University may otherwise have available to it in any judicial or administrative proceedings.
- 调查的机密性. ODEI cannot guarantee confidentiality, 但只会在必要的基础上或法律要求下分享有关调查的信息. ODEI将向主管和适当的高级管理人员提供有关调查的信息. If one or more of the parties is a student, ODEI will provide such information to the 教务长. 调查各方和证人应将有关调查的所有资料视为机密.
- 支持的人. 在调查过程中, 一个聚会可以有另一个大学社团的成员作为他/她的支持人出席. Attorneys may not serve as support persons. 作为工会成员的教职员工可以有一名工会代表作为支持人员.
- 虚假的报告. If, 在任何时候, ODEI认为投诉者故意撒谎或故意向ODEI提供虚假信息, ODEI will refer the matter to the Assistant Vice President for Human 资源, the Executive Vice President for Academic Affairs and Provost or 教务长, 适当的, 纪律处分. Disciplinary action may include termination of employment or expulsion. A Complainant whose allegations are truthful, but found by ODEI not to constitute unlawful discrimination or retaliation, has not provided false information within the meaning of these Guidelines.
- 集体谈判协议. 如果任何一方是与大学签订集体谈判协议的团体的成员，并且该协议的条款特别改变或与这些程序相冲突, the terms of the collective bargaining agreement shall prevail. 作为集体谈判单位成员的教职员工可以根据适用的集体谈判协议提出申诉, 如果有任何, instead of filing a discrimination complaint under these Guidelines.
2. Pre-Investigation程序. - 谁可以提出投诉? 任何认为自己在大学课程或活动中受到歧视的人, 包括, but not limited to employment and education, 或者报复, 可以提出投诉. The person who lodges a complaint is called a “Complainant.”
- How and Where to Lodge a Complaint. 希望学校处理歧视或报复投诉的人应提交一份书面声明，其中包括以下所有内容:
- 被指控罪行的性质
- the name of the individual(s) against whom the complaint is made
- the specifics of the offending incident(s), 包括 precisely what happened, 事情发生的地方, 当它发生的时候, 谁在场?, and who else the person making the complaint told about the matter
- the date and the signature of the person lodging the complaint
If the complaint is about an employee, the complaint should be sent to: Office of 多样性、公平和包容 奥克兰中心，150室
草地溪路312号.
罗切斯特，密歇根州48309
248-370-3496 If the complaint is about a student, the complaint should be sent to: 教务长
草地溪路312号.
罗切斯特，密歇根州48309
248/370-3352
学生主任将根据十大菠菜台子行为准则和司法系统处理歧视和报复投诉. ODEI和学生主任可以相互提交书面投诉，以确保使用最适当的程序来回应此事. If a complaint is about a University contractor, 投诉应向承包商提供服务的部门的副总裁提出. 副总裁将负责处理投诉，本指南不适用. If the complaint alleges discrimination or retaliation by employees of ODEI, it should be made to a Vice President or the President.
- Complaints Received from Third Parties. 如果ODEI从第三方收到关于可能的歧视或报复行为的信息, ODEI将联系被认为遭受该行为的人，并要求提供书面声明.
- Refusal to Provide a Written Statement. If a person makes a verbal or anonymous complaint, or refuses to provide a written statement, ODEI will investigate based upon available information, 但前提是该信息足以使大学进行有意义和公平的调查.
- 识别被投诉人. 在投诉中被指控从事歧视或报复行为的人称为“被告”.” When the Respondent is an administrative unit, an appropriate administrative representative will respond on the unit's behalf.
- Determining Whether to Investigate a Complaint. When ODEI receives a complaint, it reviews the complaint to ensure that:
- 这是及时的;
- 投诉中描述的情况发生在大学课程或活动的过程中;
- The complaint is directed against a University employee, student or administrative unit;
- 如有事实支持，指称的行为可构成非法歧视或报复.
If the complaint does not meet the above criteria, ODEI可能 close the case and notify the Complainant. 如果被指控的行为违反了大学的其他政策，答辩人可能仍然会受到大学的制裁.
If ODEI is unable at this preliminary stage to determine whether the alleged behavior, 如果有事实支持, could constitute unlawful discrimination or retaliation, it may decide to investigate the matter.
ODEI可能 decide not to investigate a complaint even when the allegations, 假设有事实支持, could constitute unlawful discrimination or retaliation, 如果被投诉的人不再与大学有联系，或者没有有效的补救行动可以回应投诉.
3. 调查过程. - 通知被申请人. ODEI将与被投诉人联系，向他/她提供投诉书和本指引的副本. If the Respondent agrees that the allegations in the complaint are true, ODEI可能, 自行决定, decide not to proceed with further investigation.
- 保护措施. 有时有必要在调查前或调查期间采取措施，以保障投诉人及/或被投诉人的权益. 保护性措施也可防止进一步的实际或认为的歧视或报复. 保护措施可包括, 但不限于, 指示投诉人和被投诉人避免个人接触或在没有中立第三人在场的情况下避免此类接触.
- Dismissal during the Investigation. ODEI可以在调查期间的任何时候驳回投诉，在它确定投诉, 如果有事实支持, could not constitute unlawful discrimination or retaliation. The parties will be notified of the dismissal.
- 举证责任. 调查人员应根据证据的优势来确定是否存在非法歧视, meaning whether it is more likely than not that unlawful discrimination occurred.
- 调查报告. The investigator will create a written report describing his/her factual findings, 这些调查结果的依据和对是否发生非法歧视或报复的决定. ODEI will strive to complete the investigation within 60 days of receipt of the complaint.
4. 调查后程序. - If No Discrimination or Retaliation is Found. 如果ODEI确定没有发生非法歧视或报复，或者投诉中的指控缺乏足够的证据支持, it will notify the parties and close the case.
- 如发现歧视. If ODEI determines that discrimination or retaliation occurred, ODEI will send its investigation report to the Assistant Vice President for Human 资源, the Executive Vice President for Academic Affairs and Provost or the 教务长, 适当的, 进一步行动. If the Respondent is a Vice President, the report will be sent to the President.
- 纪律处分. 纪律处分将根据适用的集体谈判协议施加, employment contract or employment policy, 如果有任何.
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