News & Events
Jun-10-2008
Chancellor's Reaffirmation Statement, June 2008
May-02-2008
Guidelines on English Only Rules in the Workplace May-01-2008
Faculty Grievance Procedures and Form, effective March 1, 2007 Mar-26-2008
Check the Status of Academic SearchesJan-11-2008
Message from Chancellor Manning, December 10, 2007
Complaints, Investigation and Consultation
What It Serves
- Represents the campus to federal and state agencies as well as to the higher education community on issues related to affirmative action, equal opportunity, harassment, and diversity
- Counsels faculty, staff, and students who believe they may have been subjected to harassment or discrimination
- Investigates complaints of unlawful discrimination in admission, employment, and access as well as treatment in UIC-sponsored programs and activities
- Investigates claims of sexual harassment where a formal complaint is filed; makes recommendations to responsible University representatives as appropriate
How To Respond To A Complaint Of Unlawful Discrimination Or Harassment
Take the complaint seriously – listen, remain neutral, do not excuse the conduct alleged.
Inform employees and students that University and campus policies prohibit discrimination and harassment. Inform them that they may take their complaints directly to the Office for Access and Equity (OAE). Employees and students should not be restricted to making their complaints within the unit.
It is important that the person who feels harassed or discriminated against understands that retaliation for making a complaint is prohibited by policy and law.
Ask the complaint what he or she wants – informal measures, like a transfer to another section of a course, may be easily available. Other remedies may have to be supported by an investigation and findings of fact. OAE conducts formal investigations on campus. Regardless of the availability of informal remedies, the complainant should always be made aware of the option of making a formal complaint to OAE.
Do not promise complete confidentiality or secrecy – you may hear facts so egregious, or there may be multiple complaints against the same person, that some response is required. However, understand that in such case, only those with a legitimate “need to know” should be informed of the complaint. This group is usually very limited.
Respect the privacy rights of both the parties. The complainant has a right to have his or her complaint addressed in a private, professional manner. The accused also has a right to a private, impartial process, which gives him or her a full opportunity to refute the allegations. The consequence of disclosing allegations and findings to persons without a legitimate “need to know” can be defamation claim.
Document how you responded to a complaint. Keep this documentation separate from academic records or personnel files.
For additional information, please contact:
(312) 996-8670