Chicago 430 S. Michigan Ave.Chicago, IL 60605(312) 341-3500
Schaumburg 1400 N. Roosevelt Blvd.Schaumburg, IL 60173(847) 619-7300
If an employee, applicant or student ("complainant") believes that he or she has been discriminated against (including sexual harassment or other forms of unlawful harassment) in violation of University policy or state or federal law, including but not limited to the Americans with Disabilities Act, title IX of the Education Amendments of 1972, section 504 of the Rehabilitation Act of 1973, Illinois Human Rights Act and the Age Discrimination Act of 1975, and Older Workers' Protection Act, the complainant shall file a written complaint describing the alleged action and the person involved with the vice president of human resources or the associate vice president for student services as soon as possible. If the complainant is more comfortable initially discussing the allegations with another employee, he or she should do so. The employee who receives an allegation of unlawful discrimination should immediately bring the allegation to the vice president of human resources or the associate vice president for student services. However, to initiate an investigation, a Complainant must file a written complaint. The vice president of human resources or the associate vice president for student services may appoint a complaint manager to assist the student or employee in filing the complaint.
The vice president of human resources or the associate vice president for student services shall undertake an investigation by appointing another administrator or other qualified person to conduct the investigation. The vice president of human resources or the associate vice president for student services may provide for the assistance of the Counseling Center or other administrator or may also involve the assistance of the University's attorneys in the investigation.
Neither the complaint nor the identity of the complainant will be disclosed except when necessary for a full investigation of the complaint.
The investigator shall file a written report of his/her findings within thirty (30) working days after the complaint has been made. In the event the report cannot be completed within thirty (30) working days, the report shall state the reasons for the delay. The complainant shall be notified of the findings of the investigation within ten (10) working days of the completion of the report.
If the complainant is not satisfied with the results and findings of the investigation, he/she may appeal the findings of the investigation within ten (10) working days to the provost and executive vice president unless the provost and executive vice president is the person against whom the complaint has been filed. In such case, the appeal shall be to the president. In the event that the complaint is against the president, the appeal shall be first to the provost and executive vice president and then to the executive board of the board of trustees. The appeal shall be reviewed and a decision made within twenty (20) days of the filing of the appeal.
The records of discrimination allegations will be kept for at least three (3) years from the date of the final decision on the complaint.
An employee who is found to have engaged in unlawful discrimination shall be subject to discipline up to and including termination in accordance with the procedures applicable to such employee. A student who is found to have engaged in unlawful discrimination shall be subject to discipline up to and including expulsion from the University in accordance with the procedures contained in the Code of Student Conduct. A member of the Roosevelt community who is neither a student nor an employee and who is found to have engaged in unlawful discrimination shall be subject to such procedures as are necessary to prevent such conduct from occurring, up to and including severance of the member's relationship with Roosevelt and being banned from its campuses.
This policy is intended to meet the requirements of federal and state law prohibiting unlawful discrimination. If this policy is inconsistent with such law, it is the University's intent to follow applicable law.