UNIVERSITY OF PITTSBURGH PROCEDURE 07-01-03
CATEGORY: PERSONNEL
SECTION: Recruitment
SUBJECT: Nondiscrimination and Anti-Harassment
EFFECTIVE DATE: July 1, 2005
PAGE(S): 3
I. SCOPE
This document establishes procedures pertaining to the University’s
prohibition against discrimination and harassment, as fully set forth in
the University of Pittsburgh’s Nondiscrimination Policy 07-01-03 and the
University’s Anti-Harassment Policy Statement. Excepted from the scope is
the University’s Sexual Harassment Policy, for which the policy and
procedure are set forth at 07-06-04.
II. NONDISCRIMINATION AND ANTI-HARASSMENT PROCEDURE
Any faculty, staff, or student who believes that he or she has been the
victim of discrimination or harassment in violation of the University’s
Nondiscrimination Policy or Anti-Harassment Policy Statement should
contact his or her department chair, dean, director, immediate supervisor,
or one of the persons identified at the end of this document. Individuals
have the right to raise issues of discrimination or harassment without
fear of retaliation. Complaints may be handled by the person/office
receiving the complaint or referred to another appropriate office within
the University.
All complaints, whether informal or formal, verbal or written, must be
given serious, impartial and timely consideration. Not every act that
might be offensive to an individual or group will be considered a
violation of the Nondiscrimination Policy or the Anti-Harassment Policy
Statement. Whether a specific act is a violation of policy will be
determined on a case-by-case basis, with due consideration for the
protection of individual rights, freedom of speech and academic freedom.
While every effort will be made to protect the privacy of all parties,
confidentiality cannot be guaranteed.
If a matter is not resolved informally, a prompt investigation will be
undertaken by the appropriate office. In addition to the complainant and
the accused, appropriate administrative personnel will be notified of the
findings of the investigation.
If the investigation concludes a violation of University policy has
occurred, a chair, dean, director, supervisor or head of a responsibility
center should initiate action within thirty (30) days of receiving the
findings and recommendations of the investigating office. The complainant
and the accused will be informed when action has been taken.
If an individual is found to have violated the University’s non-
discrimination policy and/or anti-harassment policy statement, prompt
steps will be taken that are reasonably calculated to stop the
discriminatory conduct or harassment and, depending on the seriousness of
the violation, the violator may be subject to disciplinary sanctions,
including by not limited to, oral or written warning, required education
program, mandatory counseling, reprimand, suspension (with or without
pay), reassignment of responsibilities, termination of employment or
expulsion from the University. If it is found that the complaint is
without reasonable foundation, the parties will be so informed and will
also be informed that no further action is warranted. All parties will be
advised that retaliation is prohibited. A record of the findings,
recommendations, and the action taken must be kept in the unit that
handled the complaint.
Once a complaint has been reviewed and/or investigated as noted above, the
determination of the chair, dean, director, head of responsibility center
or supervisor may be appealed by the complainant or the accused as
described below.
III. APPEAL PROCEDURE
The findings of an investigation and the actions of a chair, dean,
director, head of responsibility center or supervisor may be appealed
within thirty (30) days. Appeals must be submitted in writing to the
appropriate senior officer of the University, i.e., the Provost or Senior
Vice Chancellor for the Health Sciences in complaints where a faculty
member is the accused, the Executive Vice Chancellor in complaints where a
staff member is the accused, or the Vice Provost and Dean of Students
where a student is the accused. The senior officer has thirty (30) days
to respond to the appeal. Decisions of the senior officer are final.
Once a written appeal has been filed according to this procedure, the same
appeal may not be filed through an alternative procedure within the
University.
IV. FOR ADDITIONAL INFORMATION ON HOW TO PROCEED OR ON THIS PROCEDURE
Pittsburgh Campus Regional Campuses
Any Bradford Campus
Elaine Y. Frampton Dr. K. James Evans
Office of Affirmative Action Vice Pres. and Dean of Student Affairs or
901 William Pitt Union Dr. Holly J. Spittler
(412) 648-7860 Associate Dean of Student Affairs and
Director of Career Services
Common Building
(814) 362-3801
Faculty Greensburg Campus
Andrew R. Blair Carol A. Calloway
Vice Provost for Fac. Aff. Registrar and Special Assistant to the
826 Cathedral of Learning President for Minority and Diversity Affairs
(412) 624-5749 Room 123 Millstein Library
(724) 836-9904
Graduate Students/Postdocs Johnstown Campus
Patricia Beeson Robert Yaskanich
Vice Provost for Grad Studies Director of the Personal Counseling Center
809 Cathedral of Learning 121 Blackington Hall
(412) 624-0790 (814) 269-7118
Staff Titusville Campus
John Greeno, Karen Skinner
Associate Vice Chancellor Director of Health Services
Office of Human Resources Office of Student Affairs
113 Craig Hall (814) 827-4467
(412) 624-8138
Students - Undergraduate
Jack Daniel
Vice Provost and Dean of Students
801 Cathedral of Learning
(412) 624-4221
V. FOR COUNSELING SERVICES
Faculty and Staff University Counseling Center
Assistance Program 334 William Pitt Union
504 Medical Arts Building 412) 648-7930
(412) 647-3327 or
(800) 647-3327
VI. REFERENCES
Policy 07-01-03, Nondiscrimination, Equal Opportunity, and Affirmative
Action
Policy 07-06-04, Sexual Harassment