"Whenever you're in conflict with someone, there is one factor that can make the difference between damaging your relationship and deepening it. That factor is attitude."
Resolution of discrimination, harassment, and retaliation complaints is available to all members of the University community. The procedures vary but are all intended to resolve complaints in a timely and responsive manner at the earliest possible stage.
Campus policy is consistent with CSU policy.
For employees represented by a collective bargaining unit, the collective bargaining agreement outlines procedures, process and timelines. Information is available from your campus union representative, or online. In addition, the CSU has outlined the steps and timelines in an Excel-formatted document.
For employees not eligible to file a complaint or grievance under a collective bargaining agreement or whose collective bargaining agreement incorporates CSU systemwide complaint procedure, the complaint procedure is outlined in CSU Executive Order 928. It is available online.
For students or other members of the campus community such as guests, contractors, and vendors, the Campus Complaint Resolution Procedure should be utilized except for discriminatory speech or conduct that occurs within the campus auxiliaries (such as Forty-Niner Shops, Inc., Associated Students, Inc., and the University Foundation). These auxiliaries are non-state entities and have management representatives who are responsible for addressing discrimination complaints for their respective locales. The contact information for these auxiliaries is as follows:
The Informal Discrimination Complaint Resolution Procedure is initiated by speaking with one of the following persons of your choice:
An allegation becomes a formal complaint only when it is filed in writing on an official University Discrimination Complaint Resolution form and is signed, or when the Director of Equity & Diversity files the complaint. The form is available from the Office of Equity & Diversity. Please contact the Office of Equity & Diversity to be directed to the appropriate formal complaint Procedure.
Federal and State law provide individuals with disabilities the right to reasonable accommodation or reasonable modification, including assistive services, to enable them to be employed by and/or receive equal benefit of services provided by the University. Individuals with disabilities should initiate requests for modification and reasonable accommodation before initiating a complaint of discrimination. If an individual is registered with the California Department of Rehabilitation s/he may seek assistance through that agency for an assessment of the resources available for assistive/adaptive devices and other possible modification.
Students with disabilities who need special assistance or modification of the University's educational programs/activities in order to receive equal benefit of the University's programs/activities should inform the person(s) responsible for these programs/activities. Students with disabilities should request reasonable modification immediately upon having certain knowledge that such modification is necessary. The request should be directed to the person(s) responsible for the delivery of the service or benefit. For example, requests for reasonable modification or services in an academic course should be directed to the faculty member teaching the course. If the student feels that the modification or service offered is inappropriate or insufficient, the student should seek the assistance of the Director, Disabled Student Services, to resolve the issue. If the student feels that the resolution fails to provide appropriate or sufficient modification, the student should then access the complaint process.
Employees with disabilities who need reasonable accommodation in order to carry out the duties of their job should inform their immediate supervisor. This will provide the supervisor with an opportunity to review the concerns of the individual. In many instances, the supervisor will be able to develop a swift, informal, and satisfactory resolution. Employees with disabilities should request reasonable accommodation immediately upon having certain knowledge that such accommodation is necessary. If the employee feels that the accommodation offered is inappropriate or insufficient, the employee should seek the assistance of the Director, Environmental Health and Safety, to resolve the issue. If the employee feels that the resolution fails to provide appropriate or sufficient reasonable accommodation, the employee then should access the complaint process.
Public/Volunteers with disabilities who need modification of or reasonable accommodation in the University's programs/activities in order to receive equal benefit of the University's programs/activities should inform the person(s) responsible for these programs/activities. Reasonable accommodation or reasonable modification should be requested immediately upon having certain knowledge that such modification or accommodation is necessary. The request should be directed to the person(s) responsible for the program or delivery of the service or benefit as identified in posted notices or published programs. If the individual feels that the accommodation or modification offered is inappropriate or insufficient, the individual should seek the assistance of the Director of Equity and Diversity, to resolve the issue. If the individual with disability feels that the resolution fails to provide appropriate or sufficient reasonable accommodation or modification, the person should then access the complaint process.
CSULB Prohibited Discrimination Policy:
Rights and Responsibilities.
Revised October 13, 1999.
The University's confidentiality policy is on a need to know basis. The University is committed to maintaining a safe environment in which individuals can be unafraid to discuss concerns. Any member of the University community may seek general information and guidance about discrimination, harassment, and retaliation issues in confidence and anonymously.
However, the University's obligation is to take appropriate action to stop prohibited behavior and to prevent retaliation. This may preempt any request for anonymity or confidentiality.