Non-Discrimination Policy:
Carroll University is committed to providing a safe, respectful, and inclusive environment for all employees, volunteers, customers, and stakeholders. Discrimination in any form is strictly prohibited and will not be tolerated. This Nondiscrimination Policy applies to all aspects of the university operations, including employment, services (education, admission, financial aid), programs, and interactions with the community.
Carroll University values diversity and is committed to promoting equal opportunities, regardless of race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, veteran status, or any other protected status under applicable law.
This policy extends to all employment practices, including but not limited to hiring, promotion, compensation, benefits, and termination. It also applies to the provision of educational services and programs offered by Carroll University, ensuring that they are accessible and provided without discrimination.
For further information on the university’s obligation of non-discrimination, visit https://www2.ed.gov/about/offices/list/ocr/complaintintro.html, for the address and phone number of the office that serve our area, or call 1-800-421-3481.
Complaint Procedure:
I. Reporting Discrimination
Any individual who believes they have experienced discrimination within the university should report their concerns promptly. Carroll University encourages open communication and offers several avenues for reporting discrimination, including:
- Directly to a supervisor or manager.
- To the Department of Human Resources.
- To any member of the senior leadership team.
Reports of discrimination may be submitted in writing or verbally. It is essential to provide as much detail as possible, including dates, times, locations, individuals involved, and a description of the incident.
II. Confidentiality
Carroll University is committed to maintaining confidentiality to the extent permitted by law. However, it is important to note that complete confidentiality cannot be guaranteed if the incident needs to be investigated or reported to the relevant authorities.
III. Advisors
Any person who reports alleged harassment, discrimination, or retaliation and any person against whom such an allegation is made may be accompanied at all stages of the process described in this policy by an advisor. Advisor means any individual who provides support, guidance, or advice to the accuser or the respondent. The role of the Advisor is only to be present; the advisor will not be provided documentation or permitted to interject during any part of a meeting. If an advisor is determined to be unreasonably interfering with the investigation, they may be asked to leave.
IV. Investigation
Once a complaint is received, the university will conduct a prompt, thorough, and impartial investigation. The investigation may involve interviews with the complainant, the alleged discriminator, and any witnesses.
The university will make every effort to complete the investigation within a reasonable timeframe and will notify the complainant of the status of the investigation as appropriate.
V. Resolution
If, after the investigation, it is determined that discrimination has occurred, the university will take appropriate corrective actions, which may include disciplinary measures up to and including termination, remedial training, or other actions aimed at preventing further discrimination.
Findings will be based on a preponderance of the evidence. A preponderance of the evidence is the evidence that has the most convincing force; that is the greater weight of credible evidence. All relevant information presented will be considered. This standard of evidence essentially asks, “Is it more likely than not that our policy was violated?”
The university is committed to resolving complaints in a manner that is fair to all parties involved and in accordance with applicable laws.
VI. Request for Review
The complainant and the respondent each have the right to challenge the conclusion in the letter of finding by requesting a review by the Vice President for Institutional Inclusion. A request for review must allege one or more of the following deficiencies in the investigative letter of finding:
That an alleged material violation of this Policy occurred that resulted in a failure to conduct a reasonably thorough investigation, in which case the matter will be remanded back Human Resources for additional investigation;
That new evidence exists that was not available at the time of the investigation; or
The conclusion is clearly erroneous and not supported by the investigation.
Requests for review must be submitted to the Vice President for Institutional Inclusion within five (5) business days of the issuance of the Human Resource letter of finding.
The request for review must be submitted in writing, stating the basis for review and with all supporting materials attached. The request for review will be shared with all parties and Human Resources for their response, if any. Responses shall be filed within five (5) class days of the parties’ and Human Resource’s receipt of the request for review.
The Vice President for Institutional Inclusion will issue a final determination in writing and share it with all parties and Human Resources.
VII. Non-Retaliation
Carroll University strictly prohibits retaliation against any individual who makes a good faith report of discrimination or participates in the investigation process. Retaliation is a separate violation of this policy and will be treated as such.
VIII. External Reporting
If an individual feels that their concerns have not been adequately addressed by the Organization, they may choose to contact relevant external authorities or agencies, such as the appropriate government agencies responsible for enforcing discrimination laws. Complaints may also be filed with the United States Department of Education Office for Civil Rights (www2.ed.gov/about/offices/list/ocr/docs/howto.html) or by consulting an attorney at the person’s own expense.
Conclusion:
This Non-discrimination Policy and Complaint Procedure are meant to ensure that the university remains dedicated to fostering a diverse and inclusive environment where all individuals are treated with respect and dignity. If you have any questions or need assistance with the complaint procedure, please contact Human Resources. We are committed to upholding this policy and addressing any issues that arise.
Contact: Billy Niklasch
Email: wniklasc@carrollu.edu
Phone: 262-524-7125