Complaint Resolution

 

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 at:

http://www.calstate.edu/LaborRel/Contracts_HTML/contracts.shtml

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 at: http://www.calstate.edu/eo/EO-928.html

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:

--Associated Students: Human Resources Manager, USU 215C, (562) 985 8875, www.csulb.edu/asi

--CSULB Foundation: Director of Human Resources & Administrative Services, Foundation Building, (562 985 4690, www.foundation.csulb.edu/departments/hr

--Forty-Niner Shops: Director of Human Resources, Bookstore, (562) 985 7854, www.csulb.edu/fortyninershops

 

For additional information about the Campus Complaint Procedure, contact the Office of Equity & Diversity by telephone at (562) 985 8256 or in USU 301.

*Campus Complaint Procedure - Informal

The Informal Discrimination Complaint Resolution Procedure is initiated by speaking with one of the following persons of your choice:

  Immediate Supervisor

  Program/Office Director

  Department Chairperson/Director

  Dean/Associate Dean

  Designated Resource Person (list available from the Office of Equity &

  Diversity or at http://www.csulb.edu/depts/oed/resources/res-r3-2.htm )

  Director of Equity & Diversity (Perrin Reid, M.A., J.D.)

These individuals are expected to:
* Provide information about University policy and procedures.

* Ensure the safety and security of the complainant in the immediate environment.

* Ensure the due process of the individual(s) charged.

* Ensure confidentiality to the extent possible by and with all parties.

* Report the complaint to the Director of Equity & Diversity within five (5) working days   from receipt of the complaint.

* Consult with the Director of Equity & Diversity at least once per week until the complaint is resolved, an outcome is reached, or the complaint is referred to the Director of Equity & Diversity for review and consideration.

* Maintain notes of the complaint and log of all contacts made.

* Report monthly to the Director of Equity and Diversity of the number, nature, and outcome of the complaints. The outcome of all Informal complaints must be reported to the Director of Equity & Diversity. If the proposed remedy is unsatisfactory to the complainant, or if the complaint is not resolved in the Informal process, the complaint may proceed to the Formal level.

*Campus Complaint Procedure - Formal

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.

Within 5 working days from receipt or initiation, the alleged offender will be notified of the complaint by the Director of Equity & Diversity.

Within 10 working days from receipt, the alleged offender is required to respond in writing.

If agreement is reached, the Director of Equity & Diversity shall provide all concerned parties with a written statement of the resolution.

If agreement is not reached, the Director of Equity & Diversity will proceed to evaluate the applicability of University policy prohibiting discrimination, harassment, and retaliation to the alleged behavior.

The Director of Equity & Diversity is authorized to interview anyone deemed necessary to the investigation. The investigation will normally be completed within thirty (30) working days. Time limits may be extended or waived by the President upon request of the Director of Equity & Diversity.  

Within five (5) working days of the conclusion of the investigation, the Director of Equity& Diversity will:
* submit a report of the complaint, investigation, and findings to the appropriate division executive and

* notify the complainant and party charged of the finding.

Within twenty (20) working days from receipt of the report of the investigation the division executive will notify the Director of Equity & Diversity of resulting action.

Within five (5) working days of receiving notification of the resulting action, the Director of Equity & Diversity will notify the parties to the extent allowed of the action taken or proposed by the division executive.

Confidentiality

 

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.