|
Overview
The Office of Equity and Diversity is charged with investigating all complaints by faculty, staff, job applicants, independent contractors and students who believe themselves to be harmed by sexual harassment, discrimination or harassment in situations wherein the person making the complaint has protected class status
This overview is a brief description of how to file a complaint and what happens if you do. These procedures are relevant to everyone wishing to file a complaint: students; faculty; staff; and all other members of the community. For the complete University Polices and Procedures, please visit www.usc.edu/policies.
Initial Interview
If you feel someone has discriminated against or harassed you because of your membership in a protected class (such as race, gender, sexual identity, military status, marital status, age, national origin or religion), call the Office of Equity and Diversity at (213) 740-5086. Our office will set up an appointment with an investigator to interview you about your concerns about discrimination or harassment. Although we encourage you to make an appointment, complaint investigators are generally available for walk-in appointments as well.
Prior to the interview, you should complete a Discrimination Complaint form. Either bring the completed form to your interview or one will be provided to you for completion when you arrive.
While some questions can be answered by telephone, your inquiry does not become an official complaint until an initial interview has been conducted by the Office of Equity and Diversity. After this in-depth interview, you will be advised whether or not your complaint will be investigated by our office. Instead, your complaint may be referred to the more appropriate office for handling.
Beginning an Investigation
Once the investigator determines that an investigation is warranted, the Respondent (the person against whom you have made a complaint) will be advised that a complaint has been made against him or her. Your allegations will be shared with the Respondent and he or she will be allowed to answer the allegations. The chair or supervisor of the Respondent will be informed of the allegations. The dean or vice president of the school or department where the Respondent works will also be advised of the complaint. Efforts are made to limit the number of persons who may learn about your complaint, but we cannot guarantee confidentiality.
Notifications and answers to complaints do not necessarily have to be in writing. Efforts are made to meet face to face with Respondents, administrators, and witnesses to encourage interactive dialogue with the investigator.
Investigation
Each complaint that is accepted will be investigated by reviewing relevant documentation, interviewing relevant witnesses named by the Complainant and/or Respondent, as well as interviewing additional witnesses identified by the Assigned Investigator. While anonymity cannot be guaranteed, the testimony provided by witnesses will not be shared with either the Respondent or the Complainant. The Office of Equity and Diversity has the discretion to determine how many witnesses will be interviewed, as well as the order of such interviews.
The investigator will contact you as needed, for instance when evidence is disputed or when further information from you is required. Once a complaint has been accepted, you may continue to provide any additional evidence to be considered in the investigation. The length of time it will take to complete the investigation will vary based on the complexity of the complaint and such factors as the availability of witnesses.
Determination
Designated individuals, including the Complainant, Respondent, Director of Equity and Diversity, Associate Senior Vice President for Administrative Operations and University Counsel, will be notified of the status of on-going investigations. When appropriate, supervisors and/or deans also may be notified. It is important to note that the Office of Equity and Diversity does not determine what discipline, if any, is appropriate. Once a decision as to the outcome of the complaint is made, letters with a brief summary of the findings will be sent to the Complainant and Respondent and, for staff, copied to the Associate Senior Vice President for Administrative Operations and University Counsel. Any decisions with regard to disciplinary action which may be taken as the result of findings made in these investigations are made in accordance with university policies which may be found at www.usc.edu/policies, including the Faculty Handbook, Staff Employment Policies and Procedures, Sexual Harassment Policies, and policy regarding Discrimination and Harassment.
Cooperation and No Retaliation
All University faculty, staff and students are required to cooperate in the investigative process and are prohibited from retaliating against anyone who has brought forth a complaint of discrimination and harassment or participated as a witness in an investigation by the Office of Equity and Diversity. Retaliation will not be tolerated.
Conclusion
These guidelines describe, in general terms, the process involved in considering and investigating typical complaints brought forward to the Office of Equity and Diversity. Circumstances in individual cases vary and may require different handling.
To make an appointment please call (213) 740-5086. If you call after-hours, please leave a message and, in most cases, your call will be returned the next business day. Office hours are 8:30 a.m. to 5:00 p.m., Monday through Friday. However, flexible hours and other ways to meet special needs for interviews can be arranged.
University Park: (213) 740-5086, Mail Code 0704
Health Sciences: (323) 442-2020, Mail Code 9055
University Park Campus, CUB 208
Health Sciences Campus, PMB B308
•
•
|
