- If an employee or applicant (complainant) feels they have been discriminated against they may file a complaint with a supervisor, Campus Safety and Security, the Office of Human Resources or the Equal Employment Opportunity Officer. To facilitate prompt investigation and resolution, the employee or applicant should report discrimination at their earliest opportunity. The individual may choose, at their discretion, to pursue informal resolution of discrimination under Policy 4-2 Employee Corrective Action and Disciplinary Action and Policy 4-3 Employee Concerns and Complaints and their implementing procedures. If informal resolution is not successful, the individual may then file a formal complaint with the College.
- Whether the individual chooses to pursue informal resolution of a complaint or proceed directly with investigation, the College must conduct an investigation of any complaint of discrimination, unless the Office of Human Resources determines upon initial review that there is no possible legitimate basis for the complaint. Once the College completes its investigation, it will take appropriate remedial action, if necessary, and communicate to the complainant and respondent all that is appropriate under the law.
- In cases where a respondent is aggrieved by the College’s resolution of its investigation, the respondent may request a hearing pursuant to Policy 4-2 Employee Corrective Action and Disciplinary Action and implementing procedures.
- The resolution of a complaint pursuant to Policy 4-2 Employee Corrective Action and Disciplinary Action and Policy 4-3 Employee Concerns and Complaints is the extent of the process available through the College. Anyone aggrieved by the College’s resolution of a complaint may seek independent professional advice on the matter at any time.
Yash Morimoto, Associate Vice President of Planning and Institutional Effectiveness and Acting Director of Human Resources