Nondiscrimination

The University is committed to providing a learning, living, and working environment free from unlawful discrimination and harassment and not to tolerate unlawful discrimination or harassment in any form. Complaints alleging conduct that violates the University’s EOAA policy will be processed through the University’s EOAA procedures. Employees will be advised by EOAA of their right to Union representation during the EOAA process. Complaints will be reviewed immediately by EOAA to determine whether Title IX applies, and if there is disagreement, the University will present the issue for decision to a mutually agreed upon expert in the field.  For complaints other than those involving Title IX, if the complaint is not fully resolved by EOAA within 75 days of receipt, the complaint may be pursued by the Union in arbitration. The Union shall not unreasonably deny requests by the University to extend the 75-day period. For complaints that involve Title IX, the Union may proceed to arbitration after the EOAA process is complete, including exhaustion of the EOAA appeal process. Once an investigation is commenced and until a written finding is rendered by the EOAA office, parties may request a status report after sixty (60) days, and every thirty (30) days thereafter. The report will include an estimate of the additional time required to complete the process. Where appropriate, EOAA will implement interim measures as provided for under the University’s policy. In the event the Union believes that the interim measures provided are insufficient, it may appeal to the Provost or the Provost’s designee. No later than 12 months following ratification of the Agreement, the University shall meet with the Union to discuss the effectiveness of these processes.  If the current Title IX regulations are modified or overturned, the University or the Union may reopen and bargain over this section of the Agreement.

In addition, the University is committed to ensuring a workplace free from abusive or intimidating behavior. Accordingly, the University shall convene a University-wide working group, including representatives of the CPW-UAW, within six (6) months of the Agreement to make recommendations to the University to address abusive or intimidating behavior or misconduct that does not constitute a violation of policies on sexual and gender-based harassment or other prohibited discrimination. Retaliatory treatment of any Employee who reports such behavior is prohibited.